Driving at Work

Legislation requires employers to take appropriate steps to ensure the health and safety of their employees and others who may be affected by their activities when at work.

Many employees have the benefit of using company vehicles daily to allow them to fulfil their job description.  This could be the most hazardous part of their job, with the Department of Transport stating that more than a quarter of road traffic accidents involve people driving for their work and with a staggering 1,792 people killed on British roads in 2016.

With driving being something that most adults do day in and day out, it is easy to become complacent about what could be one of the most dangerous work activities that many carry out.  However, when driving for work, it is not only themselves, but also the company that they work for, who are under the spotlight if something goes wrong.

Employers may not realise it, but they have the same responsibility with company vehicles as they do with any other piece of company equipment given to employees to use. These responsibilities include but are not restricted to ensuring that:

  • The vehicle is in good working order
  • A system is in place for periodically checking the condition of the vehicle
  • Any defects are rectified before use
  • The vehicle is maintained as required
  • The validity of driving licenses is checked upon employment and periodically thereafter
  • The driver has the correct training and competence to use the vehicle
  • The activity has been risk assessed
  • The driver is fit and healthy enough to keep themselves and others safe
  • Enough time is given for routes to be completed safely
  • Work related road accidents are recorded and investigated
  • Information on how drivers can keep themselves and others safe is provided to employees
  • Abide by all road traffic legislation
  • Ensure that drivers are aware of the disciplinary actions that could be taken if they do not comply with company rules regarding driving for work

With winter around the corner, it is now more important than ever to ensure that your employees are the right people, have the right training and are given the right level of information to operate machines that if not used correctly, have the possibility of causing disastrous effects.

More information relating to the safe use of company vehicles can be found in the HSE document INDG382, “Driving for Work”.

Claire Lynch 

Head of Compliance

 

 

Event Ambassador Reflects On The Wigley Group Golf Day And Gala Dinner

In the last in a series of blogs about The Wigley Group Golf Day and Gala Dinner, taking place on July 19 this year, event ambassador John McDonald gives an insight into the fundraiser.

I have been involved in the Wigley Group Golf Open & Gala Dinner since the very beginning when my good friend Robert Wigley first had the idea whilst attending a charity golf day.

Robert saw it as a great opportunity for his company to give something back and Support Our Paras, the official Parachute Regiment charity, was the chosen cause.

As a former Paratrooper, whose military career was cut short by a parachute accident, Support Our Paras is a charity which is very close to my heart.

After undergoing extensive rehabilitation, I became a freelance photographer working mainly in television. I was fortunate to carve a new career for myself, which led to me becoming a Master of Ceremonies and launching myself into the sports announcing world, but unfortunately the same cannot be said for all.

That’s why this event is so important in terms of raising awareness and funds for those in need of help in making the often difficult transition from military to civilian life. And it’s why I am so passionate and proud to help organise and host the day.

Last year’s event was the first to raise money for the new Wigley Support Fund, launched with the specific aim of helping to retrain serving and injured soldiers identified by Support Our Paras, equipping them with new skills for a new start. A terrific total of £17,000 built upon the £63,000 raised for Support Our Paras from the previous four years of the golf day and is already setting soldiers on a new path.

Those attending this year’s fundraiser will get to hear first-hand about the difference that their support is making and of a new project by The Wigley Support Fund to help soldiers train towards becoming a boxing coach. It is therefore no coincidence that we wanted Frank Bruno MBE as our special guest, not only because of his legendary status as a boxer but also because of his own battles with mental health issues and his support in helping others.

Mental as well as perhaps the more obvious physical health issues affect those in the armed forces and with your help, we can help overcome hurdles towards making that new start.

The golf day has gone from strength to strength since it was first held in 2013 and we are working hard to make sure the sixth is

as memorable as ever, with a fantastic line-up of sporting celebrities joining us for an incredible day rounded off with a great auction that includes some money-can’t-buy experiences.

By the end of the night, you will truly appreciate why so many of us put so much time and effort into it. And by now, with this insight into how it all began, you may be minded to join us in lending your support.

The Wigley Group Golf Open & Gala Dinner takes place on Thursday, July 19 at the De Vere Staverton Estate, near Daventry. To enter the golf open, attend the dinner, and to find out about sponsorship opportunities, email lianne@thewigleygroup.com

John McDonald is pictured second from right at the Gala Dinner last year with, from left to right, Sgt Rowan Byfield, former world darts champion Steve Beaton, Nanette Beaton and Sgt Major Robbie Grant.

Wright Hassall Chairman Reflects On The Wigley Group Golf Day And Gala Dinner

In the latest in a series of blogs about The Wigley Group Golf Day and Gala Dinner, taking place on July 19 this year, Nick Abell, chairman of Wright Hassall, looks back on his company’s support of the event.

 

Wright Hassall is proud to have been a long-time supporter and sponsor of The Wigley Group Golf Open & Gala Dinner and it’s an event I look forward to coming around each year.

 

As well as being great fun, it raises a terrific amount for a very worthwhile cause – The Wigley Support Fund, an initiative with the Parachute Regiment charity Support Our Paras, which supports the welfare of serving and injured soldiers and their families.

And when you’re there, you definitely get the feeling that what is being done on the day is making a difference.  Hearing directly from soldiers within the Parachute Regiment and representatives from Support Our Paras gives you a great sense of how it directly benefits those in need.

The day is very relaxed and starts with the golf, which is all played in the right spirit as everyone knows the main reason they are there is to support the fundraising, and leads into the main event in the evening, with the dinner, an entertaining line-up of speakers and the all-important auction.

 

It’s always very well-supported by sporting celebrities and over the years, I have had the pleasure of meeting – and having a picture taken with! – the likes of Ricky Hatton, Mark Selby, Phil Taylor and last year, Kevin Keegan.

 

Unfortunately, I am unable to make this year’s event and am hugely disappointed not to be able to add a photograph of myself with special guest Frank Bruno to my collection.  I used to watch Bruno fight at the Albert Hall when I was a young solicitor in London – I just hope his speech lasts longer than some of his fights!

 

The whole day is reflective of the ethos and culture of The Wigley Group and indeed its chairman Robert Wigley.  The support it receives from those in the world of sport and the region’s business community speaks volumes, and I have no doubt that this year’s will only build on the previous five and hopefully surpass the £100,000 mark in money raised for Support Our Paras since the first in 2013.

 

The Wigley Group Golf Open & Gala Dinner takes place on Thursday, July 19 at the De Vere Staverton Estate, near Daventry. To enter the golf open, attend the dinner, and to find out about sponsorship opportunities, email lianne@thewigleygroup.com

Nick Abell is pictured far right at the Gala Dinner last year with, from the left, Tom Bromwich (Bromwich Hardy), James Davies (The Wigley Group), Robert Wigley (The Wigley Group).

The First Beneficiary Of The Wigley Support Fund Gives An Insight Into How He Has Been Helped

In the latest in a series of blogs about The Wigley Group Golf Day and Gala Dinner, taking place on July 19 this year, Lance Corporal Gavin Prue, the first beneficiary of The Wigley Support Fund, gives an insight into how he has been helped.

 

Within a year of receiving help from The Wigley Support Fund, I have gone from having no GCSEs to gaining all five offers from universities to study towards a new career in cyber security.

 

It is incredible to think how far I have come in such a short space of time and without The Wigley Group, and the money raised from its annual golf day, I would not now be about to embark on such a life-changing opportunity.

 

I left school with next to no education and after ten years of serving in the Parachute Regiment, was faced with leaving without the means to return to education and gain the qualifications I needed to pursue my new dream profession.

 

I was fortunate to be the first beneficiary of The Wigley Support Fund which has enabled me to complete an access to higher education in computing in order to go on to a degree course at university.

 

Ironically, I have been studying my access course at Henley College in Coventry which is where I spent three months doing a BTEC course in computing before joining the armed forces.

 

The Army is a brilliant career but it can be quite daunting to leave the security of it, especially after ten years or more. You have a position and responsibility but when you leave and go to get a job and are put next to other candidates, unfortunately sometimes your military service is overlooked and it’s based more on your academic background which a lot of soldiers like me do not have.

 

It’s quite a growing concern that a lot of homeless people are ex-military because when they leave, they have that sense of not belonging. A lot of people that leave do find it hard and junior ranks tend to struggle because there is nothing that really sets them apart academically.

 

With help, that can change, and I am an example of that. The Wigley Support Fund is invaluable in helping soldiers like myself have a better chance of finding a new path and I’m immensely grateful to everyone who contributes to it through the golf day.

 

I attended it for the first time last year. It was a really enjoyable day and it was great to see everyone having such a good time for a good cause. I’m looking forward to being there again this year and hope that sharing my story will give people a glimpse into the difference it is making.

 

The Wigley Group Golf Open & Gala Dinner takes place on Thursday, July 19 at the De Vere Staverton Estate, near Daventry. To enter the golf open, attend the dinner and to find out about sponsorship opportunities, email lianne@thewigleygroup.com

Lance Corporal Gavin Prue at last year’s event.

Support Our Paras Director Reflects On The Wigley Group Golf Day And Gala Dinner

In the first of a series of blogs about The Wigley Group Golf Day and Gala Dinner, taking place on July 19 this year, Stephen Cooper, Director of Support Our Paras, reflects on the event’s contribution to the charity.

 

Our relationship with The Wigley Group has resulted in more than £80,000 being raised for the Parachute Regiment charity Support Our Paras – and their target is to hit the magic £100,000 milestone this year, which would be fantastic.

 

Every time I attend The Wigley Group Golf Open & Gala Dinner, it is very clear from seeing the same people year in, year out at the event that it is very much part of the social calendar in this part of the world.  It’s quite visible that it is a bunch of people really enjoying a great day and night out which is run very well and in a very relaxed and informal style – and with a sprinkling of sporting stardust – and showing their generosity towards the charity.

 

Support Our Paras does what it says on the tin.  We support our Paras in whatever way they need to be supported.  Our key focus is the soldier and family welfare. They could have been wounded in action, have mental health issues, be in financial distress or, have a child in need of urgent medical treatment.

 

The Wigley Group took a very enlightened approach when they launched The Wigley Support Fund as an initiative with us last year to focus on retraining soldiers.  We provide a lot of training at the point of transition and what The Wigley Support Fund does is recognise that sometimes people have a false start in their move from military to civilian life and need help.

 

The effect of the transition varies enormously and can come as a huge shock.  Many soldiers left school as early as they could and one reason for joining the Army may have been school performance.  As a result, the only life they have known as an adult is in the Army:  it clothes them, feeds them, gives them accommodation and tells them what to do and when.  When they leave, those things that you and I have learned and take for granted – such as writing a CV or a job application -can come as a complete shock.  We help them over that shock. Our focus tends to be on those who are at a greater disadvantage for reasons of medical discharge, but not exclusively.

 

If you don’t look after people at that point it can lead to some unfortunate consequences.  It is thought that some 10 per cent of the prison population are ex-armed forces.  If we don’t help as best we can to make a successful transition, it can go badly wrong.

 

One thing that I have noticed is that it’s now four years since the Army ceased combat operations of Afghanistan, and the Regiment ’s last tour was a couple of years before that.  Casualties in the Armed Forces are, thankfully, no longer headline news and the public has moved onto other concerns.  That’s why we really do hugely appreciate the long-term support of organisations like The Wigley Group, and those who support their fundraising.  They understand the very real need – and I can’t over-estimate just how important and enduring it is.

 

The Wigley Group Golf Open & Gala Dinner takes place on Thursday, July 19 at the De Vere Staverton Estate, near Daventry. To enter the golf open and/or attend the dinner, email lianne@thewigleygroup.com.  To find out about sponsorship opportunities, contact craig@europeangolfchallenge.com

 

Stephen Cooper is pictured second from right at last year’s Wigley Group Golf Open & Gala Dinner with, from left to right, Robert Wigley, Lt Col Bruce Radbourne, special guest Kevin Keegan OBE and James Davies.

Growing Your Property With Your Business

We’ve seen many of our clients grow their businesses with new and existing clients over our past 12 months of trading. With increased staff levels spilling out of already tight office space and expanding production/storage space needed to meet orders, it’s quite tempting to move out and into a larger property. However, with the current financial climate and shortage of commercial properties it isn’t that easy.

So, much like with we are doing more and more with our own homes, its often the case to evaluate how you are utilising the space/land you already occupy and how you can adapt that to increase your efficient use of it.

Here are 10 basic steps to evaluating your plot:

  1. Space needed – evaluate the additional space needed now and what you’ll require in 5 and 10 years’ time based on current growth.
  2. Existing space – can this be modified without the need to build new, for example increase office space by installing a mezzanine above existing offices or use high bay storage to increase storage space by going up instead of out.
  3. Space available – complete a detailed survey of your plot, including above and below ground services and see what usable space you have, at this stage its best to engage with an Architect.
  4. Additional facilities – as well as increasing office and production space remember with more staff on site you’ll need to increase basic facilities such as car parking, bicycle storage, toilets, breakout space etc – your Architect will assist with exact numbers needed.
  5. Permissions – can I complete the works on my unit; do I own it, if not seek permission from your landlord.
  6. Programme – allow enough time to complete the design before starting works on site. Although tempting, changes late in the build process can be quite costly. Make sure you plan this time well and have consider your operational constraints will be affected by the construction programme.
  7. Operational constraints – plan how you will operate your business effectively before, during and after construction works.
  8. Cost – once you have an initial scheme ready have it costed up by a Quantity Surveyor or Cost Consultant.
  9. Finances – have a plan to finance the project prior to starting it.

Once you have all the above in order it’s time to procure the right team to deliver your project for you. Whether you’re at this stage or would like early assistance on evaluating your property please get in touch with Wigley Building & Development Limited and we’ll be happy to help!

 

Charlie Brooks

Construction Director

The Benefits and Challenges of a University Placement

What are the benefits of a 12-month sandwich placement?

University placements are an essential part of a degree course as they give students the opportunity to put the theory learnt in lecture halls into practice within a real-life work environment. Placements help to improve student professionalism and accelerate student maturity, as you branch out into the world of work prior to graduation. You learn valuable work-life skills such as time management, with having to meet many deadlines and therefore having to prioritise your workload. This enhances your problem-solving and organisational skills which are crucial for any job role across a variety of industries.

With hundreds of thousands of people studying for a degree, we are often challenged in job interviews with the question… what makes YOU stand out? And in this case, work experience is the answer. Employers look for industry-related work that you have completed alongside your degree for proof of your enthusiasm and passion for the career, as well as having an excellent work ethic.

Experience not only gives you the opportunity to test drive your career for a year, but also practice the recruitment process. The knowledge and skills gained from CV and cover letter writing as well as interviews and test centres helps to build the confidence you need to kick start your career after university. It prepares students on interview etiquette, such as how to dress, body language and most importantly, how to communicate relevant skills to potential employers. This enhances employment prospects and the ability to compete in a competitive graduate recruitment marketplace.

Despite being a placement student who is only with the company for a 12-month period, you are treated just like a permanent staff member. As the year passes, you are set a range of different tasks in proportion to your working ability. Throughout the year, and just like any full-time job, your workload gradually increases as tasks that may have seemed difficult at first become second nature and you are able to handle an increased amount of responsibility. This is brilliant as you are then able to gain a deeper understanding and experience as you excel within your role and the industry.

 

What are the challenges of a placement year?

Another positive aspect of a placement is the challenges that arise within a real-life work environment which you wouldn’t otherwise have the chance to experience. Challenges put you out of your comfort zone and encourage you to strive for personal growth, which is extremely beneficial for learning and developing a greater knowledge of your job role and responsibilities. This is what placements are all about, gaining an understanding of working in your desired industry and putting your degree into practice. Once these challenges have been met, the outcome gives you the confidence to tackle greater challenges.

The first challenge I found during my placement was the company’s diary management, as I had to oversee the organisation of all staff appointments and arrange all meetings at our headquarters. For the first half of my placement, we only had one room available for both official external and small internal meetings to take place. This was difficult as people often wanted to use the boardroom at the same time and meetings clashed. My organisational skills were put to the test to prevent any double booking and to ensure that all meetings could be accommodated. Now that we have expanded into an additional unit at our current headquarters, this has given us extra space for a second meeting room, making the diary management a lot easier to organise and to allow for two meetings to take place at any one time.

My second challenge has been taking the minutes of all the formal internal monthly meetings and occasionally external meetings. At first, whilst still being new to the company, meetings were difficult to minute as I had a lack of understanding of The Wigley Group’s tenants and portfolio. As a result, I was writing down exactly what I had heard, but did not necessarily comprehend. However, now that I am six months into my placement and well aware of the day-to-day running of the business, this challenge has lessened and my minute-taking has improved.

The next challenge on the horizon will be the planning of The Wigley Group Golf Day and Gala Dinner which will take place in the summer. This will be my biggest challenge due to the large scale of the event and all of the intricate details that go into planning the day. I am very much looking forward to this though as it will be sure to test everything I have learnt so far and will be a fantastic way to round off what has been an excellent experience and learning curve here at The Wigley Group.

For more information contact lianne@thewigleygroup.com.

 

Lianne Moir

Administration, Marketing and Events Assistant 

Tax Codes Explained Simply

Do you understand your tax code? Do you check that it’s correct? Do you even know what it is?

Being involved with a company payroll it’s apparent that not everyone understands their own code. Even if you’re a Director of your own company, you’re still an employee and it’s always good to understand the numbers and letters.

Hopefully this simple guide will give an insight to what your code means.

PAYE (pay as you earn) is the system where tax is deducted directly from your earnings or company/pension before you receive any money.

All tax codes are issued by HMRC, not your employer. Your employer is just there to put that code into operation when they calculate your net ‘take home’ pay.

HMRC provides your employer with a tax code to show how much tax-free pay you should get and then tax is deducted from anything above this amount. If your code is wrong, you could end up paying too much tax (or too little).

Your tax code is made up of letters and numbers and is usually shown on your payslip, alongside your pay or pension information. This will also be on any coding notices you receive from HMRC, P60’s that you receive at the end of the tax year and P45’s if you change jobs. When you receive any of these forms you should check that all of the details on them are correct. Do you check yours?

What does the number mean?

This is what tells your employer how much tax free income you will get in the tax year and as a general guide if you multiply this by 10 you get the total amount of income you can earn before being taxed.

How is it worked out?

HMRC works out your tax free personal allowance, for example for the current year the standard allowance is £11500 but check with HMRC for what’s relevant to you. If you had no other income or benefits etc your number would be 1150. Income that you haven’t paid tax on and the value of any benefits form your job that you receive are added up and reflected in the number also. The income that you haven’t paid tax on is taken away from your personal allowance and what is left is what tax free income you’re allowed.

What does the letter mean?

This gives your employer further information on the type of allowances you receive or the rate of tax that should be charged and refers to your situation and how it affects your personal allowance. For example – L means you’re entitled to the standard tax free allowance, OT means your personal allowance has been used up and DO means all your income is taxed at the higher rate. For a full list of letters visit HMRC’s website or contact myself for further information.

If your code has W1 or M1 at the end this is an emergency tax code and these are generally temporary or used for a ‘special basis’ mentioned below.

If your code has a K at the beginning of the numbers this means that your income is in excess of your personal allowance and reliefs available. Whereas a normal code gives you a tax free amount over the year with a K code you have no tax free amount and instead are charged additional tax to cover the shortfall. Your employer can’t take more than half of your gross pre tax wages when using a K code.

Underpayments can happen and can arise when your tax free allowances have been reduced during the year. As a result you may not have paid enough tax from the 6th April to the date your tax code was amended. To avoid this being collected in one lump sum through your salary or pension your code is operated on a ‘special basis’ known as week 1.

The potential underpayment is the amount the Revenue has estimated and what you owe would be reviewed after the end of the tax year.

Various things can give rise to this situation – company vehicles added/removed mid way through a tax year, additional benefits etc. There are various reasons where you can be in a situation of underpaid/overpaid tax and it’s only once HMRC get the correct information that they can make alterations to your code and ‘catch up’.

It is your responsibility to ensure that the information shown on your tax code is correct, If there are any amendments to the code you should contact HMRC direct and provide them with up to date information.

If you’d like any further information on tax codes or how PAYE works, please visit HMRC’s website or contact lisa@thewigleygroup.com.

 

Lisa Bristow

Head of Finance 

Layers of Peeling Paint

The layers of peeling paint inside a redundant factory are testament to the years of production on a famous Coventry site.

For many at The Wigley Group there are bitter sweet emotions as The Top Shop, the oldest building within the company’s portfolio, is being demolished to create Edgwick Point and open a new chapter in the redevelopment of the area. It once formed part of the historic Alfred Herbert factory at Edgwick Park in Coventry, which sits at the junction of the Stoney Stanton Road and Phoenix Way (A444), and lies on the main gateway route from the M6 into the city. The Wigley Group purchased the site and subsequent land, some 30 plus acres, in the late 1970s.

Alfred Herbert Ltd was founded in 1888 when Alfred Herbert and William Hubbard purchased a small engineering business in Coventry. A foundry was built at Edgwick in 1899 and the factory grew during the first half of the 20th century as the company became one of the largest machine tool manufacturers in the world. By the 1950s, the main works covered some 22 acres. My father, an engineer who worked in truck and bus manufacturing within the West Midlands, recalls that virtually every factory had Herbert Lathes or machine tools of some description along the production line – they had a worldwide reputation for quality and durability.Since the Alfred Herbert days, tenants have come and gone and the building has seen a diverse range of uses. Never empty for very long, it’s been a hive of activity and has proved over the years to be a key facility for local businesses. I won’t miss the leaking roof or blocked gutters, a major headache in such an old building. However, its architecture, industrial charm and heritage will always have a warm place in my heart.
Visit http://www.thewigleygroup.com/portfolio-item/edgwick-park-coventry-2/ to see a bird’s eye view of how The Wigley Group has turned this redundant manufacturing site into a vibrant, mixed use development in the north of Coventry.As we move towards 2018, a new phase of development is underway and the site will be transformed, once again opening up opportunities for businesses to prosper on this famous site. Edgwick Point will provide high quality, new build, industrial/warehouse units within a landscaped environment, ranging from single units of 5,000 sq ft up to 25,000 sq ft . Visit: http://www.thewigleygroup.com/portfolio-item/edgwick-point-details/

For all enquiries, please contact Estates Manager Louis Smith on 02476 224600.

 

Alan Greenway

Facilities Manager 

 

 

 

Certainty In An Uncertain World!

Sounds like an impossible dream? Then usually, it probably is!
The one thing that is certain, is that there appears to be ever increasing numbers needing it these days!

The insurance industry, and its shareholders, would dearly love certainty, but the fact is, the entire industry is based upon the uncertainties of life, the sudden and unforeseen, and the impact of disasters, whether natural, economic, or by malicious intent.
Thus, upholding the basic tenet of insurance, the losses affecting the minority are spread over the majority.

This simple principle is responsible for creating market swings in the premiums we all pay privately or commercially as companies, reflecting trends in the loss experience with the various risks underwritten, as well as the general economic and political climate.

Commercially, we have seen, and enjoyed, a relatively stable insurance market in recent years, but there are now signs of an upward swing reflecting overall underwriting losses in several areas, notably legal liability and motor insurance risks, accompanied by hardening underwriting attitudes.
We are now approaching two major quarter dates, coinciding with many insurance renewal dates – the calendar year end, and in April next, the financial year end. And maybe so, with your company’s insurance renewal date.

So – let us restore some ‘certainty‘ in your ‘world’

  • Certainty in the assessment of your risks, and how you transfer them by way of insurance or self-retention
  • Certainty you are obtaining the insurance cover that actually reflects the risks you wish to transfer
  • Certainty you are in control of this important overhead by maintaining the best possible deal on cost
  • Certainty of knowing we value our clients in making sure they are looked after in our partnership with insurance brokers, Thompson & Co, members of the Marsh Pro Network
  • Certainty The Wigley Group have been here for well over 50 years, and importantly here for your needs in business now, and for the future

Perhaps there can be some certainty in an uncertain world – you can trust The Wigley Group to provide that!

 

For more information please contact me at maurice@thewigleygroup.com

 

Maurice K Adams ACII

Senior Consultant

What Happens to my Dilapidations Liability if my Landlord is Planning a Redevelopment?

When a tenant plans to vacate a commercial property, they are often required to settle the landlord’s dilapidation claim. Made via a schedule of dilapidations, the landlord’s surveyor will list all the works a tenant should have, and will need to undertake to put the property into the state of repair that is required by the terms of the lease that exists between the parties.

 

An interesting situation arises when a tenant knows that their landlord is planning to redevelop their property. It is not uncommon for landlords in this situation to push for a financial settlement rather than asking their tenant to carry out the works. In some cases, the landlord may intend to come to a settlement without any real intentions of really carrying out the works. From a tenants’ position, this may seem wildly unfair, fortunately a tenant’s liability is limited in this situation thanks to provisions within the Landlord and Tenant Act 1927.

 

The effect of the Landlord and Tenant Act 1927 ensures that a landlord’s claim will be limited to the decrease in value of their property resulting from their tenant’s failure to complying with their repair obligations.

 

Where a landlord is planning to redevelopment or significantly alter a property they may have an unrecoverable claim, where the tenant can argue that the property (whatever its state of disrepair) will be demolished, or that other structural alterations are to be carried out which would render any repairs valueless. This is known as ‘supersession’. However, the tenant has the burden of proving that the landlord has a clearly formed intention and a reasonable prospect of carrying them out the redevelopment if they wish to argue supersession.

 

If you are a tenant and any of these aspects are poignant, then please contact me at louis@thewigleygroup.com

 

Louis Smith

Estates Manager

How Positive Culture is Achieved in the Workplace

Positive Culture

We have all heard the words ‘positive culture’ thrown around meeting rooms.  It is something that every company wants but often struggles to achieve. A positive culture is intangible, it cannot be purchased, trained for and you certainly can’t hire a consultant to do it for you.

The positive culture at The Wigley Group can be seen in the work that we do for ourselves and for customers alike.  There is a drive to do our best every day in all that we do.  Whether it is plastering, housekeeping, fixing a roadway on an estate, doing the accounts or building a whole new industrial park, each employee takes pride in what they do. These parts build a quality product with an unbeatable level of service and is one of the key reasons why we gain new and retain existing customers year after year.

There isn’t a quick fix to improving a culture of a company.  It is intertwined into the inner workings of the organisation.

So how is it done?

Leadership

A positive culture must start at the top. Those who make the tough decisions, take the biggest risks and ask others to follow must set the height of the bar, and the standards required to get over it so that it can be set a little higher the next time.

Be proactive

The Wigley Group doesn’t wait for things to happen.  Managers and Directors are constantly thinking ahead, putting processes in place to address what clients will be needing and to ensure that the company can meet these expectations and adapt to changes ahead.  Any potential risks are identified and control measures put in place to ensure that they don’t have the chance to have a negative impact on the company and any associated third parties.

Communication

We like to talk, but we realise that listening is as important.  Communication is key to getting things done with a safe and happy team. The group realise that with a multi-faceted team, no one person can be an expert in everything. Therefore, everyone has a forum to share ideas and give advice specific to their role. From top to bottom and back up again. Individuals must be empowered by their role and responsibilities, and be given the opportunity to share their knowledge.

Training and Development

I am very lucky to work for a company that believes that where possible, nurturing talent in house is better served than using contractors and third parties to do the work for them. The benefit from continual training and development is that employees will feel protected, equipped for their role, and most importantly, valued.  Additionally, having a multi-skilled in house team reduces the risk and allows the company to identify and address any potential gaps before they have the chance to have a negative impact.

Belief

Everyone in the company must believe in what it, and they are doing. That is only achievable if all the above is in place. As soon as an individual, department or group feel undervalued, dis-empowered, under trained or unheard, belief will wilt and an entirely different culture will be given space to develop.

Conclusion

Like any other emotion or character trait, positivity is infectious.  Do your best to spread it…

Claire Lynch

Compliance Manager