|
July/August 2004 Welcome to our July/August edition. Employment legislation continues to evolve at an ever increasing pace and we aim to keep you informed of the changes in an informative and easy to understand format. As always, if you would like to see something particular in your newsletter then please let us know.
Ever increasing circles.......
The smaller organisation has been fortunate enough to be exempt from some areas of legislation, this however is no longer the case.
Make sure staff have written contracts
An implied contract may exist - but it may not be in your favour !
Burying your head in the sand is no longer an option....
Information and consultation of Employees (ICE) Regulations
Jenny Newton joins Picasso HR as an advisor
Picasso HR is moving
Picasso HR is moving to new and bigger offices
When it comes to tackling new and increasing employment legislation do you feel like a dog chasing its tail? You, as they say are not alone..... Being hit with another addition to the list of changes in employment law is becoming a regular occurrence and keeping pace with these changes can often prove difficult to manage especially when interpretation of the law is vital. Most recently we have seen enhancements to statutory rights in areas such as the Work Life Balance and changes to discipline and grievance procedures with other legislation being phased in over the next 5 years which has for the first time placed demands on all sizes of business. The smaller organisation has been fortunate enough to be exempt from some areas of legislation, this however is no longer the case. An employer with a workforce of 1+ is now subject to these developments and all should be warned that the business who chooses to ignore statutory demands is risking potential costly court action by an employee exercising their rights in law. For example, compensation payments awarded to individuals who have not been subjected to statutory procedures can now reach in excess of £55K, a cost that no business can afford! Prevention is therefore the key and ensuring that your organisation is fully compliant requires a full assessment of your policies and procedures. Consideration should not only be given to the statutory requirements as they stand now but also future developments as these are the things that have a habit of creeping up on us........ For further information and details of how Picasso HR can assist you in this area please call: 01473 890037
Recently we were told about an employee who refused to sign their contract of employment simply because signing a document like that he said made him nervous ! He might believe that a contract with his employer does not exist, however as he has continued to work quite cooperatively and follows the company rules and regulations he has in fact an implied contract through custom and practice. To avoid ambiguity and complex litigation we would urge ALL employers to have written contracts which are signed by their employees.
This regulation is not one to be ignored as the penalties for not consulting will be as high as £75,000 per complaint. From March 2005, the regulations will potentially affect every employer in the UK who has or expects to have 150+ employees. This regulation is going to be introduced in stages and will eventually affect employers with as few as 50+ employees: | No. of employees | Implementation | | 150 + | March 2005 | | 100 + | March 2007 | | 50 + | March 2008 |
The type of areas that the employer will be expected to provide information and consult on: - The recent and probable development of the undertakings activities and economic situation;
- the situation, structure and probable development of employment within the undertaking and any anticipated measures envisaged, in particular where there is threat to employment; and
- decisions likely to lead to substantial changes in the work organisation or in contractual relations, including collective redundancies and business transfers.
Companies with 50 or more employees should be taking notice NOW. The best time for a growing businesses to establish consultation processes is while the business is small and personal relationships and loyalty are high. Call us for more information about how we can help you steer through this regulation with positive results: 01473 890037
In her new role she will help to support our fast growing list of East Anglian based customers and help us maintain high levels of customer service. Jenny holds a post graduate Certificate in Management as part of her MBA programme and will soon complete her CIPD (Chartered Institute of Personnel Development) qualification. Jenny has extensive experience in the recruitment and selection industry including senior appointments. For the last three years she has been with Otley College as an HR advisor looking after 450 people.
PIcasso HR has moved to a new office just outside Henley. Our new office has the space we need to cope with our expanding client base and also provides us with our own training / meeting room. Address: Unit 2, Hill Farm Barns, Henley, Ipswich IP6 0SA Our telephone number remains the same. Our meeting room is available for hire, so if you are looking for a venue which is - cost effective
- set in beautiful country side
- easily accessible from Ipswich
then give us a call.
| 
