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The Agency Workers Regulations 2010 come into force on 1 October 2011. The Agency Workers Regulations 2010 (the Regulations) implement the EU Temporary Agency Workers Directive into UK law. The Regulations apply to the relationship between agency workers, the agency they use to find work and the end user for whom they work (the hirer).
Recruitment & Contracts HR Resources | Last updated: 22/02/2012 15:17:00
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It is important for a business to know who are its employees and who are its workers. This distinction is not always clear. Confusion can often arise when the business engages agency workers, particularly if the agency workers are engaged over a long period.
Recruitment & Contracts HR Resources | Last updated: 22/02/2012 14:52:00
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1. Principal legislation
Employment Agencies and Businesses are regulated by the Employment Agencies Act 1973 (as amended).
However, the Conduct of Employment Agencies and Employment Businesses Regulations 2003 (‘the Regulations`) is now the mos
Recruitment & Contracts HR Resources | Last updated: 08/02/2012 09:30:00
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Find out about all persons engaged in the business or service, and whether they are directors, employees, workers, agency workers, consultants, contractors or sub-contractors and who is eligible to transfer.
Copy of standard contracts upon which employees are engaged and details of anyone not engaged on a standard contract.
Do they have permission to work in the UK?
What is their date of birth and sex?
What is their retirement age, job title and grade details (if applicable)? Please note that the default retirement age was abolished with effect from 6 April 2011, subject to transitional provisions. Following the abolition of the default retirement age organisations may choose to have no retirement age at all. If a retirement age is retained, organisations will need to objectively justify that age and evidence would be required to support that objective justification. Please see Retirement Update Factsheet for more information on the transitional provisions.
TUPE HR Resources | Last updated: 07/02/2012 16:18:00
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Since 1 October 2011 Temps provided by Agencies have certain rights. This means you need to ensure that:
(a) You know which Temps are working for you; what jobs they are doing and how long they have been with you;
(b) All Temps have access to certain facilities and information about job vacancies in your business; and
(c) You are able to provide certain information to the Agencies about the pay and working conditions of your employees.
Recruitment & Contracts HR Resources | Last updated: 06/02/2012 17:15:00
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Agency Workers Day 1 Entitlements
From day one of an assignment, under the Agency Worker Regulations 2010 (the Regulations), Temps have certain entitlements based on rights that are available to comparable employees or workers employed by the Hirer. These are access to collective facilities & amenities and information relating to job vacancies. The following checklist will enable the Hirer of the Temp to check that they are complying with this obligation in accordance with the Regulations.
Recruitment & Contracts HR Resources | Last updated: 06/02/2012 17:14:00
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Purpose and scope
This Policy covers the use of electronic communications systems and equipment, including Internet and email systems, by employees for both business and private purposes and the monitoring by the Company of such use. [It is su
Data Protection HR Resources | Last updated: 06/02/2012 17:08:00
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Purpose and scope
This Policy on the use of social media is in addition to the Company`s existing Policy on internet and email use.
This Policy covers the use of social media by employees for both business and private purposes, regardless
Data Protection HR Resources | Last updated: 06/02/2012 16:59:00
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Purpose and scope
The purpose of this Equal Opportunities Policy is to communicate our commitment to equality of opportunity in employment, with the aims of ensuring that all employees and job applicants are treated fairly and equally, and supporting the Company's objective of providing a working environment that is free from all forms of discrimination.
The policy applies to all staff within the Company, including employees and other workers, such as agency workers, temporary workers and contractors. All staff are expected to put this policy into practice.
A copy of this policy will be distributed to all employees [and can also be found [on the Intranet][on the staff notice-board] [in the employee handbook] and will be made available to other workers on their engagement. Job seekers and applicants [can access the policy via the Company's website and] will be sent a copy of the policy on request. In addition, all [employees][staff] will receive [specific training] [briefing] on this policy [and the induction process for new [employees] [staff] includes a briefing on this policy].
Any questions about the policy should be directed to [the HR Manager].
[The [Union/ Works Council/ other consultative body] has been consulted and has agreed the contents of this policy.]
This policy is non-contractual and does not form part of an employee's terms and conditions of employment.
The policy is regularly reviewed [at least annually] and may be amended at any time.
Discrimination HR Resources | Last updated: 06/02/2012 16:13:00
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Purpose and scope
The Public Interest Disclosure Act 1998 protects workers from being dismissed or otherwise penalised by their employer for reporting malpractices or wrongdoing within the workplace. The Company intends to promote an open and accountable work culture.
The Company recognises the negative effect which malpractice can have on the organisation, and therefore encourages you to raise genuine concerns, or any suspicions you may have concerning misconduct.
If the matter is of an individual or personal nature it should be pursued through the Grievance Procedure. Complaints relating to discrimination, victimisation or harassment should be dealt with through the [Grievance Procedure] [Harassment Policy].
This Policy applies to full and part-time workers, and contractors, home workers and agency workers, except if they are genuinely self-employed.
This Policy does not form part of your terms and conditions of employment.
Discrimination HR Resources | Last updated: 06/02/2012 15:38:00
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