News

Out and About 9th November

We have 54 relief chefs out working this is 7 more chefs out than last year which is brilliant. We have 9 relief jobs confirmed so far for the week with another couple jobs to work on.

I will be on annual leave for 2 weeks from end of play today, I am going on my annual trip to Benidorm for 5 nights which I am really looking forward to.

Jessica will be doing relief chef recruitment while I am away.

Jade will continue to do junior chef recruitment and Jessica will carry on with permanent Sous and Head Chef positions.

Here are a few chef we have confirmed in October

Dale Paton at Mackays Hotel working with Jonny Lewis.

Tom Smyth at The Formartines

Stuart Agnew at Holborn Hotel

Steve Nye at Oban Bay Hotel

Philippe Alamichel at Balcary Bay Hotel

David Thompson and David Maxwell at Nethy Bridge Hotel

Martin Hamilton at Scalloway Hotel

Karim Nasri at Loch Nell Hotel

Glen Richards at The Old Manor Hotel

Tony Philip at Ardlui Hotel

Leon Edgson at Mustard Seed Restaurant

Stuart Gibson at Kastille Venue

Pawel Cimek at Ballachulish Hotel

Michael Njoroge at the White Goose

Dale Paton and Tom Williams at The Lovat Loch Ness

Daniel Haig and Stephen Flindall at Banff Springs Hotel

Phil Smith at Loch Nell Hotel

Thanks you all for your hard work and continues support. 😊

Out and about 2nd November 2018

We have 64 relief chefs out working this us by 13 from last year, we have 17 chefs confirmed this week so far with a few more jobs to work on.

Jessica will be back to work on Monday after being on annual leave. We will all be in the office next week.

If you are looking to come and have a chat about any permanent or relief work we will be available Tuesday – Thursday 11am or 2pm, please get in touch for our availability.

All relief chefs can you please let me know if you are happy to work Christmas and New year, we have had some chefs getting in touch so if you have already no need to get in touch again.

Relief work will be patchy now until the lead up to the festive period.

Thanks for all your continued support 😊

Grievance procedure within the work place.

Grievance procedure

By law employers must set out a grievance procedure and share it in writing with all employees, eg in their statement of employment or staff handbook. It must include:

  • who the employee should contact about a grievance

  • how to contact this person

    It should also:

  • say that if the problem can’t be resolved informally, there will be a meeting with the employee, called a grievance hearing

  • set out time limits for each stage of the process

  • identify who to contact if the normal contact person is involved in the grievance

  • explain how to appeal a grievance decision

  • state that employees can be accompanied in any meetings by a colleague or union representative

  • outline what happens if a grievance is raised during disciplinary action

You don’t have to include information about the grievance procedure in employment contracts. However, if you do, you must follow the procedure, or the employee could bring a breach of contract claim against you

Out and About Friday 26th October

We have 66 relief chef currently out working here is a list of them all

Sarah Pozzi at Dalhousie Castle, Jim Miller at Garth Hotel, Michael Njororge at Inn on the Tay, Ryan Williamson at Heathmount Hotel, Steve Moffat at Hotel Eilean Iarmain, Steve Nye at The Cairndale Hotel, Jamie Atkinson at Inn on the Tay, Karim Nasri at The Moorings Hotel in Fort William, Tony Philip at Ardlui Hotel, David Maxwell at Nethy Bridge Hotel, Shaun Murray at Stonefield Castle, Bruce Robertson at Breadalbane Hotel, Scott Macintyre at Royal Hotel, Scott Murdoch at Glenburn Hotel, Michael Staniland at Islay House, Sebastian Luszcynski at Cairngorm Hotel, Ionel Rizea at Dalhousie Castle, Jonny Lewis at Mackays, Phil Smith at Lochnell Hotel, Dale Paton at The Lovat, David Young at Kames Hotel, Pawel Cimek at Ballachulish Hotel, Glenn Richards at The Old Manor Hotel, David Thompson at Nethy Bridge Hotel, Philippe Alamichel at Balcary Bay Hotel, Stuart Agnew at Holborn Hotel, Tom Smyth at Formartine’s, Ross Hunter at Ben Loyal Hotel, David Bedo at Kitchen Brasserie, Frank Davie at The Lovat, Mark Dickson at Bowes Hotel, Lillian Clarkson at Glencoe House, gareth Connolly at Grant Arms, Johan Sikkema at Mustard Seed, leon Edgson at Carrbridge Kitchen, Paul Sellers at Nevis Bank Inn, Tim Morris at East Haugh House, Robin McRindle at Kingsmills Hotel, Tom Williams at Classroom Restaurant, Glyn Musker at Kirkwall Hotel, Patrick Johnstone at Ballintaggart, Graeme Kennedy at Ballintaggart, Taylor Mcfarlane at Pierhouse Hotel, Maciej Resinski at glenburn Hotel, George McCallum at Balmacara Hotel, Chris Campbell at Glenburn Hotel, Mark Shaw at Old Manor Hotel, Daniel Haig at Buccleuch and Queensberry Hotel, Richard Gunn at Ben Loyal Hotel, Mike Scotford at Ardanaseig Hotel, Keren Tweedie at Old Manor Hotel, Stephen Mackenzie at Cairndale Hotel, Chris Wright at Hotel Eilean Iarmain, Chris Roberti at Kinlochewe Hotel, Graham McLeish at Buccleuch and Queensberry Hotel, Stuart Gibson at Boat Inn, Jason Paxton at Nethy Bridge Hotel, Stephen Kessell at Eglington Arms, Bill Brankin at Kingsknowes Hotel, Scott Bolton at Coul House, Blair Mackay at East Haugh House, Thomas Mclean at loch melfort, Francis Thyaka at Caladh Hotel, Callum MacMichael at Cross Keys Hotel.

Thanks to you all for working hard and completing your stints. We really to appreciate it 😊

Dismissal in the workplace

Dismissal is when your employer ends your employment - they don’t always have to give you notice.

If you’re dismissed, your employer must show they’ve:
• a valid reason that they can justify
• acted reasonably in the circumstances
They must also:
• be consistent - eg not dismiss you for doing something that they let other employees do
• have investigated the situation fully before dismissing you - eg if a complaint was made about you

Notice period
You must be given at least the notice stated in your contract or the statutory minimum notice period, whichever is longer.
There are some situations where you can be dismissed immediately - eg for violence.

Getting your dismissal in writing
You have the right to ask for a written statement from your employer giving the reasons why you’ve been dismissed if you’re an employee and have completed 2 years’ service.
Reasons you can be dismissed
There are some situations when your employer can dismiss you fairly.

Not being able to do your job properly
You may not be able to do your job properly if, for example, you:
• haven’t been able to keep up with important changes to your job - eg a new system
• can’t get along with your colleagues
Before taking any action, your employer should:
• follow disciplinary procedures - eg warn you that your work isn’t satisfactory
• give you a chance to improve - eg by training you
Illness
You can be dismissed if you have a persistent or long-term illness that makes it impossible for you to do your job.
Before taking any action, your employer should:
• look for ways to support you - eg considering whether the job itself is making you sick and needs changing
• give you reasonable time to recover from your illness
If you have a disability (which may include long-term illness), your employer has a legal duty to support disability in the workplace.

Redundancy
Redundancy is a form of dismissal and is fair in most cases.
If the reason you are selected for redundancy is unfair then you will have been unfairly dismissed.

You can be dismissed for ‘gross misconduct’ without your employer going through the normal disciplinary procedures. This can happen if, for example, you’re violent towards a colleague, customer or property.
Your employer should always investigate the circumstances before making a dismissal, even in possible gross misconduct cases.

Unfair dismissal
Your dismissal could be unfair if your employer doesn’t:
• have a good reason for dismissing you
• follow the company’s formal disciplinary or dismissal process

Constructive dismissal
Constructive dismissal is when you’re forced to leave your job against your will because of your employer’s conduct.
The reasons you leave your job must be serious, for example, they:
• don’t pay you or suddenly demote you for no reason
• force you to accept unreasonable changes to how you work - eg tell you to work night shifts when your contract is only for day work
• let other employees harass or bully you
Your employer’s breach of contract may be one serious incident or a series of incidents that are serious when taken together.
You should try and sort any issues out by speaking to your employer to solve the dispute.
What to do if you're dismissed
If you’re threatened with dismissal (or are dismissed) you can get help from a third party to solve the issue by mediation, conciliation and arbitration.

Employment tribunals
If you’ve been unable to solve a problem between you and your employer, you can normally go to an employment tribunal.

Qualifying period to claim unfair dismissal
You must have worked for your employer for a minimum period before you qualify for the right to claim unfair dismissal at a tribunal. If you’re classed as an employee and started your job:
• on or after 6 April 2012 - the qualifying period is normally 2 years
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