Welcome to Eamont Bridge by Sydney Chapman Pages 24

Hannah and Joseph Hayton, of Eamont Bridge the ownership of Glassons Brewery of Penrith. For many years a large panel showing an Englishman shaking hands with a kilted Scotsman was fixed underneath the sign-board and legend has it that it was the work of the amateur painter John Thompson (1829-1915) who ran a hairdressing business in Angel Lane, Penrith. While the Inn was usually called the ‘Welcome Inn’ or the ‘Welcome into Cumberland Inn’ the signboard as it appears in early photographs and drawings proclaims it to be the ‘Welcome Here in Cumberland’.

When he was not pulling pints Joseph Hayton was probably coaching or managing the Eamont Rovers Football Team judging by a photograph which accompanied the gift which shows him standing (back row, far left) wearing a bowler hat. Taken by photographer E. MacDonald of Penrith and Appleby it commemorates the team’s winning the Penrith and District Cup in the 19011902 season.

The donor of this material, a descendant of Joseph, also presented a photographic postcard circa 1900 of ‘Eamont Bridge Mill, Eamont Bridge’, published by ‘Reed’s Pictorial’ of Penrith showing the Low Mill, its yard and outhouses and a working man looking down into the mill race. The mill is known to have been used for grinding corn and tobacco tailings for snuff.

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QHR Managing Absence – Hints and Tips

Introduction

If you employ staff, then you’ll undoubtedly have to manage their absence at some point. Staff absence can be costly to your business and managed poorly, can potentially be even more costly. So, how do you do it efficiently and effectively to ensure you’re fulfilling your responsibilities, whilst balancing the needs of your staff and your business?

Most absences are genuine, so always approach a situation with a member of staff with that in mind. If it becomes apparent that an absence is not genuine, then you can deal with it through another appropriate procedure, like disciplinary.

It is important for organisations to have effective absence management policies and procedures that all staff are aware of and can access when necessary. These should be easy to follow and provide clarity for all involved in a situation. Line managers are key in any absence management situation and should be familiar with the organisation’s policies and procedures and have the ‘people’ skills to be able to hold appropriate discussions with their staff in relation to absence.

Absences will normally fall into one of two categories – short or long term. Managing short term absences can be quite different to managing long term absences. The following hints and tips may provide you with some ideas of how to manage absence more effectively in your organisation.

Managing Short Term Absence

Short term absences can be really disruptive to any business, so having some tools in place to help manage them could be truly beneficial. What could you consider?

1. Return to work interviews following every absence not only demonstrate that you wish to support your staff, but that you also take absence seriously 2. Offering other types of leave for different absences, for example, compassionate leave and leave for family situations 3. Offering flexible working for a defined period of time or maybe indefinitely 4. Having a policy and procedure that includes triggers for monitoring absence levels and sets out when disciplinary action may be instigated 5. Making timely referrals to Occupational

Health for professional advice 6. Promoting Health and Wellbeing in your business

The Role of Line Managers

Line managers are key to managing any staff absence, however, they are crucial when it comes to short term absences. Good communication skills and a working knowledge of the organisation’s absence management policy and procedures are so important, particularly as