Cumbria's swifts need your help

You can increase the chances that swifts will find your box by playing swift calls through a speaker attached to the nest box. Builders can incorporate “swift bricks” during house construction and renovation. Some local developers have already expressed an interest in helping swifts in this way. Unlike house martins and swallows, these birds leave very little mess as their parents clear away the droppings. In fact, some home owners may not even be aware of their presence.

Our swifts are in trouble, having suffered a catastrophic reduction in numbers of 65% in the last 25 years. This trend is set to continue at a rate of 5% per annum. We could lose these fantastic aerial acrobats from our skies in the not too distant future.

The cause of this decline is multifactorial. Modern buildings lack the deep crevices which provide suitable nest sites, renovation of old buildings can block access to roof spaces where colonies may have nested for many years, and reduction in insect population may also play a part. Whilst there is little we can do to help swifts avoid storms and drought in their wintering grounds and migration routes, we can make them welcome on their return each year.

Swifts will stay with the same mate for life and return to the same nest site every year. Maintaining access to these natural sites is one of the most important ways of helping swifts. In addition, bird nest boxes designed specifically for swifts can be made at home or bought, and installed at least four metres above ground, under the eaves and away from the prevailing wind. There should be a clear flight path to the boxes with no trees or wires in front.

Swifts are gregarious birds that like to nest, feed and migrate in groups. Unlike swallows and house martins they rarely land, unless in their nest, spending their whole lives on the wing. Swifts appear dark brown in flight, without the white bellies of house martins and swallows. They are with us from the end of April until August when they return to Southern Africa.

The Penrith Swift Group has recently been formed to help swifts in the local area. Supported by the Cumbria Wildlife Trust and the RSPB, our aims are to increase awareness of swifts in Penrith and the surrounding villages and to monitor and record swift numbers. We are hoping to engage with local community groups, schools, builders and planners, who want to help wildlife and swifts in particular.

The Penrith Swift Group can supply nest boxes which have been made for us by Men in Sheds in Caldbeck from marine plywood with white pvc roofs. In addition we can supply Swift callers. Alternatively theses can be made at home or bought on eBay.

Please contact Susan Rowlands at susanrowlands1@hotmail.co.uk for more information.

Reflecting on 2022 and getting your ‘employment house’ in order

by Quinn HR

Happy New Year to you all!

Well, it’s that time of year when I reflect on the previous year and remind you to get your ‘employment house’ in order!

Over the last 12 months, in the Eden Local, I’ve tried to reflect some of the queries I’ve had from clients and provide some useful hints and tips. Recruitment, for example, has continued to be a challenge for many, so we spent a couple of months focusing on writing a good quality CV, and the benefits of interviews as a method of selection, along with some recruitment hints and tips.

As always in March, I provided essential information for employers and employees in relation to the National Minimum and National Living Wages, and statutory rates of pay that increase in April each year. All employers need to ensure they are paying employees at least the minimum rates, and if you’re an employee, you need to challenge your employer if you believe you’re not receiving at least minimum wage!

In April, I asked ‘why does the Menopause matter?’ Well, according to the Chartered Institute of Personnel and Development (CIPD), women over the age of 50 are the fastest growing sector of the workforce, and the majority of them will go through the menopause during their working lives. Women generally go through the Menopause between the ages of 40 and 60, although there are many exceptions to this.

It is believed that for every ten women experiencing menopausal symptoms, as many as six of them will face issues at work, sometimes leading to numerous or lengthy periods of absence and even feeling they have to leave their job. In research carried out by the CIPD and BUPA in 2021, they discovered almost a million women had left their job due to menopausal symptoms.

These statistics are pretty staggering, however, there is still a distinct lack of awareness around the Menopause and how best to support those experiencing the challenges of it.

Banter was and continues to be a popular topic, and so, in June, I talked about what constitutes good and bad banter. Banter can be great for staff morale, however, it sometimes ‘crosses the line’ and organisations (and individuals) can be accused of bullying and/or harassment. Please don’t get caught out! Make sure you have some rules and that employees are aware of them.

In July, I explored employment contracts, having received many queries from employers, in particular, in relation to what should be included. I explained that an employment contract can include verbal and written agreements, and so advised that employers should be very careful what they discuss with applicants during the recruitment process and when making offers of employment.

Getting your ‘employment house’ in order

• In terms of the basics, ensure all staff have particulars of employment (often referred to as a contract) setting out their contractual terms, and ensure staff have access to any written Company policies, procedures, rules and regulations

• Ensure your existing documents accurately reflect current working arrangements and requirements

• Do you need to amend, delete or introduce new documents to reflect new working arrangements?

• If you have staff working remotely, either temporarily, permanently or on an ad hoc basis, do you have sufficient guidance and information for them on working from home, including things like how they will be managed/supervised, health and wellbeing, IT, data protection, risk assessments?

• Do staff need any additional support to help them cope with the challenges presented by the cost-ofliving crisis? Good line management and regular communication is essential

How can I help?

I continually help clients get their ‘employment’ house in order! This involves either reviewing and updating essential, basic employment documents or creating new ones for them to use.

It’s not only important from an employment law perspective, but you need to ensure your employment documents reflect your business. Investing a bit of time and energy now in getting your house in order could save you unforeseen costs and help you to avoid all sorts of needless problems in the future.

If you would like some help with reviewing and updating existing documents, creating new documents, or with any other employment matter, please email: charlotte@quinnhr.co.uk or call 01768 862394.

I would be delighted to help or advise you. Until next month…