HR NEWSFLASH  Aug 2010

 

Cheque the Future
Cheques to become obsolete in the near future please see below the recent updated information from the ICM.

 

 

The Payment Council plan to make cheques obsolete by 31 October 2018, ensuring that alternatives exist by 2016. We all know that in the recent economy there has been diminishing revenues, sales leads and extended payment terms have all had an impact on business profit and viability. Bacs own research shows that, on average British SME are now waiting 41 days beyond agreed payment terms.

 

If you are still using cheques then you need to consider keeping the pace with the changing business landscape. By speaking to your suppliers and customers and agreeing alternative payment options, you will be in a better position than other companies that are forced to change their payment methods at the last minute.

 

Having Cash Flow improvements by having the knowledge that payments will be made and received regularly, provides confidence and helps your business to forecast your cash flow and plan for growth effectively.

 

Recruitment 2000 work in association with

 

 

   

 

 

If you would like any advice on Credit Control or Cash Flow issues please e-mail Richard Norman at richard@recruitment-2000.co.uk

 

 

 

 

FREE PRIZE DRAW!

 

“Keeping Business In Yorkshire”

 

Business, Innovation and Growth Conference
4 free tickets for the event worth £30 each by simply
E-mailing richard@recruitment-2000.co.uk

 

WINNERS WILL BE ANNOUNCED NEXT WEEk

HR Newsflash July 2010

 

WILL THE NEW BRIBERY ACT 2010 AFFECT YOU?

 

At the moment this is not a piece of employment legislation ‘The Bribery Act’ which is due to come into force later this year, will have an effect on employment practices (unless the new Government decide otherwise).

 

 

 

There are in summary four offences that the Act introduces:

 

 

1, Bribing (the offering, promising or giving of an advantage)

 

2, Being bribed (requesting, agreeing to receive or accepting an advantage)

 

3, Bribing a foreign public official

 

4, The "corporate offence"

 

 

 

Although everyone will need to be aware of the above offences, it is the “Corporate Offence” which employers need to be specifically aware.  A company (and its Directors) could find themselves liable to criminal sanctions, including fines, if they fail to prevent a person who performs services on behalf of the organisation (an employee, worker or consultant) bribing (in the UK or overseas) another person, intending either to obtain or retain business for the company, or to obtain or retain an advantage in the conduct of the company's business.

 

 

 

Thankfully there is a defence; the company could escape liability if it can show that it had in place "adequate procedures" to prevent bribery.

 

 

 

The legislation does not give a definition of adequate measures but the following suggestions have been made: 

 

• Responsibility for establishing an anti-corruption culture and programme should be taken at the highest level within the organisation and (dependent on the size of the organisation) a senior officer should be responsible for overseeing the anti-corruption programme.

   

• There should be a clear and unambiguous code of conduct including an anti-corruption element, and procedures should be established to assess the likely risks of corruption arising in a company's business.

   

• If you have values and ethic statements in place these should be reviewed to ensure they reflect the company position.

   

• Employment contracts should expressly state penalties relating to corruption. (Gross Misconduct offence)

   

• A gifts and hospitality policy to monitor receipt of gifts and entertainment should be established or reviewed if already in place.

   

• Anti-corruption training should be provided.

   

• There should be financial controls to minimise the scope for corrupt acts to be committed.

   

• There should be appropriate whistleblowing procedures to enable employees to report corruption in a safe and confidential manner.

   

Employers are advised to review their existing procedures, decision-making processes and financial controls. If these are not already in place, they should ensure they are brought in, communicated fully and provide any necessary training, so that you can seek to rely upon the “adequate procedures” defence.

 

 

 

 

HR NEWSFLASH June 2010

 

NATIONAL MINIMUM WAGE

 

 

New National Minimum Wage (NMW) rates have been announced that come into effect from 1st October 2010.  The rates will be as follows:

 

 

 

Key Note: - Apart from the increased rates, the age at which the top rate applies will decrease from 22 to 21 years old.

 

 

 

Rates:

 

 

 

	Age Band	Hourly Rate
New:	aged 21 and above	£5.93
Previous:	aged 22 and above	£5.80
New:	aged 18 to 20 (inc)	£4.92
Previous:	aged 18 to 21 (inc)	£4.83
New:	aged 16 and 17	£3.64
Previous:	aged 16 and 17	£3.57

 

HR Newsflash May 2010

 

FOOTBALL’S COMING ‘TO WORK’

 

 

Everyone is now gearing up for the all important World cup 2010 and the time has come again where employer’s have to decide ‘ What do we do with those employees who want to watch the match’?

 

          

 

Some may make formal requests to take it as holiday and some may simply not turn in for work and some or we suspect will ‘pull a sickie’

 

 

You might even get those who are overcome by the excitement of it all and cannot make it into work the day following a match.

 

 

 

The starting point is to make it clear what your policy will be with regard to this event. However you communicate this (memo, letter, e-mail, intranet, notice board) make sure that all employees know your expectations. 

 

 

 

Don’t get caught ‘off-side’ by unplanned absences

 

You may have holiday rules allowing only a certain number of employees to be off at one time probably on a first come first served basis. If you know that a number of employees are going to want the time off forewarn them that requests must be made in advance and will be dealt with on this basis.

 

 

 

If you have a flexi time system in operation you may wish to review the rules and temporarily amend them to meet the needs of employees who wish to watch a game.  You may also wish to introduce a temporary flexible working arrangement if you do not already have one.

 

 

 

Consider allowing radios or TV’s to be on in the workplace (where safety is not compromised and providing you have appropriate PRS/TV licence) but advise staff that this is a privilege that will be withdrawn if abused.

 

 

 

Remember – employers are in no way obliged to implement any changes to the normal working requirements and you would be quite within your rights to hold to that line. Experience of many ‘World Cups’ does indicate that you should anticipate an increase in unplanned absenteeism.  If your business can easily accommodate some temporary changes then you may find that the unpredicted might just be avoided. 

 

 

 

Is it a Red or Yellow Card

 

There will always be a number of employees who decide not to attend work on a match day or the day after the match by phoning in sick or just not turning up.

 

 

 

This behaviour could be deemed unauthorised absence and render the employee subject to disciplinary action under your disciplinary procedures. You must advise all employees this is the action you will take should they act in this manner.  Minor offences are likely to warrant a ‘Yellow Card’ warning.

 

 

 

If you suspect an employee is not genuinely ill then this may move you into serious or gross misconduct ‘Red Card’ areas.  You may require them to produce medical evidence to this effect but remember you may be required to pay for a medical certificate if you insist when the employee has been sick for less than a week.  For dishonest absence where the employee has fabricated reasons, you may well end up showing the Red Card.

 

 

 

You should also remember those who do not want to watch the matches and be involved and make sure they are not put with extra work to accommodate the footy fans

 

 

When applying discipline, do it consistently and fairly and above all follow procedures.

 

 

 

HR Newsflash April 2010

 

 

Fit Notes replace Sick Notes! 

 

 

The main changes are being made as the government are hoping that the changes will save the economy £240m over the next ten years by aiding the recovery and return of sick workers and maintaining their skills.

 

 

·         The note lists common changes which could be made to an employee's work environment or role to help facilitate a return to work. Where a doctor considers another option is more appropriate, he or she has the opportunity to state this in the comments box.

 

 

·         There is no longer 'a fit for work' option.

 

 

·         The 'may be fit for some work' option is replaced with 'you may be fit for work taking account of the following advice'. This acknowledges that it is not the doctor, but the employer, in consultation with their employee, who is best placed to make the decision as to whether they can accommodate any changes to facilitate a return to work.

 

 

 

·         If an employer is not able to facilitate a change or an adjustment, a revised statement is not necessary; the existing statement is evidence that an individual has a health condition preventing him or her carrying out the current role.

 

 

 

HR Newsflash March 2010

 

 

Equality Commission - Drop