Trevor Heynes Personnel Services - HR Daily TeleNews with free HR Action Signposts

Christmas work parties warning

2010-11-16T05:15:00.000-08:00

'Tis the season of festive cheer with employees and employers looking forward to, or not as the case may be, to a bit of a knees up with work colleagues. Without casting doom and gloom at hopefully an enjoyable occasion unfortunately such events can become rather lively. When formally organised event this can cause heartache for the employer's vicarious liabilities as a work related arising from allegations of dignity violations, harassment and discrimination together with health and safety issues (see also below 'pregnancy gossip is ruled as harassment' 18.10.2010).

You need to install a Company Party Policy, review planning and organisation and carry out risk assessments. For further detail call Trevor on 01275 817776.

Vetting, baring scheme breaches human rights

2010-11-12T09:59:00.000-08:00

The High Court has ruled that automatic baring under the Safeguarding Vulnerable Groups Act 2006 aimed at preventing people convicted or cautioned for certain crimes from working with children or vulnerable adults breaches human rights law.

You need to review recruitment procedures and carry out staff training. For further detail call Trevor on 01275 817776

Survey warns employers to communicate IT security policies more clearly

2010-11-11T02:41:00.000-08:00

A new survey by software security company Clearswift revealed that ignorance and lack of understanding were major factors behind security breaches suffered by organisations. One-in-three office workers surveyed said that they had not received any training on IT security since joining their firm.

You need to install IT communications policies; install and or review induction and staff IT training programmes. For further details call Trevor on 01275 817776.

Employee awarded £150,000 for losing her voice at workplace

2010-11-09T03:40:00.000-08:00

A teacher developed permanent damage to her voice after having to raise her voice above the noise and disruption in classroom. She complained she often had to repeat herself and raise her voice very significantly to carry our her duties. Employers have a statutory duty to carry out a noise risk assessment and ensure employees are protected from noise overload.

You need to install Health & Safety Policy Statement; Health & Safety Responsibilities Statement and a Health & Safety Arrangements Statement; and carry our risk assessments. For further detail call Trevor on 01275 817776.

Failure to consult about matrix scores led to unfair redundancy selection rules EAT

2010-11-08T03:12:00.000-08:00

The Employment Appeal Tribunal upheld an employment tribunal decision that an employee had been unfairly dismissed because the employer carried out a redundancy selection exercise and failed to consult with the employee about redundancy selection matrix scores.

You need to install compliant redundancy selection and fair dismissal procedures including staff consultation. For further detail call Trevor on 01275 817776.

Pregnancy and work guide published by Government

2010-11-05T04:33:00.000-07:00

additional paternity leave in the second six months of the child's life will apply in respect of children due on or after 3 April 2011. Similar changes are being made for adoptions.

New employee rights covering

You need to install/review Maternity, Paternity and Adoption Leave Polices and incorporate in Staff Handbook. For further detail call Trevor on 01275 817776.

Stress identified in survey as the most common health & safety problem in UK workplaces

2010-11-04T05:15:00.000-07:00

Following in the heals of last month's CIPD stress-related sickness absence survey (see 26.10.2010 below) the TUC biennial survey of safety representatives cites stress as one of the top five problems faced by the workforces they represent, while more than a quarter (27%) picked out stress as the hazard at work that most concerns them.

You need to install Stress and Health & Safety Policies; staff assessment procedures; Sickness Management Procedures and carry out risk assessments. For further detail call Trevor on 01275 817776

Cold cures may harm driving

2010-11-01T07:20:00.000-07:00

Doctors have warned that over-the-counter cough and cold remedies bought in pharmacies, as well as prescription drugs, can lead to drowsiness and falling asleep at the wheel. Driving under the influence of drugs, medically or self-prescribed, is as serious a criminal offence as a drink driving conviction.

You need to review contracts of employment and disciplinary rules and install personnel policies covering Driving at Work; Alcohol & Drugs; Health & Safety; Occupational Health; and carry out occupational road risk assessment. For further detail call Trevor on 01275 817776

Induction procedures not up to scratch

2010-11-01T06:48:00.000-07:00

A recent induction survey reported four in 10 employers believe that their induction process is in need of a thorough overhaul, despite most (91%) HR professionals saying that this is the most crucial part of an employee's training. An effective induction programme can make the difference between high and low retention rates for new joiners, subsequent commitment, future performance and minimising health & safety liabilities.

You need to install/review induction training and train staff responsible for delivery of induction programmes. For further detail call Trevor on 01275 817776

Government announces the Additional Paternity Leave Regs 2010 will remain effective from 3 April 2011

2010-10-29T02:47:00.000-07:00

The Additional Paternity Leave Regulations 2010 give fathers of babies due on or after 3 April 2011 the right to take up to six months' paternity leave if the baby's mother has returned to work. This right is in addition to fathers' existing right to take two weeks' paternity leave.

You need to install, or update current, Family Policies and review staffing issues. For further detail contact Trevor on 01275 817776

EU MEPs voted to extend Maternity Leave to 20 weeks full pay

2010-10-21T02:35:00.000-07:00

Under EU rules the UK must bring in legislation to comply within 2 years.

You need to ensure maternity policies are installed and compliant with current UK legislation. For further detail call Trevor on 01275 817776

Working Time interrupted rest breaks not automatically ‘on-call’ compensation

2010-10-19T06:40:00.000-07:00

Whilst this brings some relief to employers it should not be confused employees rights under the Working Time Regulations including mndatory rest breaks.

You need to review working hours and contracts of employment. For further detail call Trevor on 01275 817776

Wheelchair worker named ‘ironside’ wins £6,000 compensation

2010-10-19T06:38:00.000-07:00

A worker in a wheelchair who was nicknamed ‘Ironside’ by his manager after the disabled 1970s TV detective has won a £6,000 payout for his ‘violated dignity’. The employee took the company to a tribunal after finding out that he was being referred to as ‘Ironside’ behind his back.

You need to install dignity at work policies and carry out regular anti-discrimination and anti-harassment refresher training. For further detail call Trevor on 01275 817776.

Pregnancy gossip is ruled as harassment

2010-10-18T06:37:00.000-07:00

This case shows that gossip about pregnancy can amount to harassment. The employee was seen leaving the office Christmas party with a male colleague. Shortly after the Christmas break, she told her employer that she was pregnant. Within a matter of hours, a senior manager began gossiping about the paternity of the baby. The EAT found that the gossip was connected to the claimant's pregnancy; the conduct was unwanted, and it caused the claimant embarrassment and upset.

You need to install dignity at work and Company Party policies and carry our regular anti-discrimination and anti-harassment refresher training. For further detail call Trevor on 01275 817776.

Past employer liable for loss of earning following poor employment reference

2010-10-12T06:36:00.000-07:00

A firm of solicitors provided a misleading reference to a prospective employer of an ex-employee who had brought a sex discrimination claim against the firm. The reference referred to the sex discrimination claim, the ex-employee's poor relationship with the partners and said that her opinions could be inflexible. As a result of the reference, the prospective employer withdrew its job offer and the ex-employee brought a claim of victimisation that was upheld by the EAT.

You need to install a Recruitment Policy and ensure references are monitored before issue. For further detail call Trevor on 01275 817776