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The following changes are due to come into force on 6 April 2012
Unfair Dismissal
Employees whose employment is due to start on or after 6 April will be subject to an increase in the qualifying period for unfair dismissal. The period has increased from one to two years.
Employment tribunal procedure
Deposit orders
The maximum deposit that a tribunal can order a party to pay will increase
Blog Article | Last updated: 03/04/2012 09:54:00
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Policy Statement
Sickness absence can be disruptive, costly and cause low morale. It is the policy of the Company to monitor, control and reduce sickness absence, to give appropriate support to employees who experience long-term sickness and/or
Sickness & Absence HR Resources | Last updated: 06/02/2012 15:58:00
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Purpose and scope
The purpose of this Equal Pay Policy is to ensure that all employees and job applicants are treated equally and to support the Company's objective of ensuring that it provides equal pay to men and women for the same or broadly similar work, for work rated as equivalent and for work of equal value.
For the purposes of this Policy and in line with relevant legislation:
Pay is defined as "The ordinary basic or minimum wage or salary and any other consideration, whether in cash or kind, which the worker receives directly or indirectly, in respect of his (or her) employment from his (or her) employer". Pay includes basic pay, bonuses and sick pay, as well as other additional benefits, such as pensions, promotion and training opportunities.
Like work is defined as work which is the same or broadly similar.
Work rated as equivalent is defined as work which has achieved the same or a similar number of points under a job evaluation scheme.
Work of equal value is defined as work which is of broadly equal value when compared under headings such as effort, skill and decisions.
The Policy applies to all employees within the Company and, unless otherwise stated, all references to employees include potential employees, former employees, full-time and part-time employees.
This Policy does not form part of your terms and conditions of employment.
Discrimination HR Resources | Last updated: 06/02/2012 15:37:00
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The Health and Safety Executive (HSE) defines stress as the adverse reaction people have to excessive pressures or other types of demand placed on them. A certain amount of stress is a good thing and many people work better under pressure. The imp
Sickness & Absence HR Resources | Last updated: 06/02/2012 11:52:00
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The following increases have been announced by Steve Webb, the Minister for the Department for Work and Pensions:-
Statutory Maternity Pay, Statutory Paternity Pay, Statutory Adoption Pay and Maternity Allowance will increase from £128.73 to £135.45 (or 90% of normal weekly earnings if lower)
Statutory Sick Pay will increase from £81.60 to £85.85
The new
Blog Article | Last updated: 13/12/2011 15:14:00
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With the Christmas season now upon us, what gifts can employers expect to receive from the Government in 2012 and beyond?
News Article | Last updated: 08/12/2011 14:51:00
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The EAT in Dundee City Council v Sharp UKEATS/0009/11 has held that an employee’s length of service is not relevant to the reasonableness of an employer’s investigation in determining whether an employee should be dismissed for capability.
In this case, the employee, Mr Sharp, had worked for his employer, Dundee City Council, for 35 years before his dismissal. His employe
Blog Article | Last updated: 02/12/2011 15:29:00
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Last week, the Government published its sickness absence review report.
The report, which was commissioned back in February, includes a number of recommendations, which will be responded to in January. Some of these include:
• An independent panel should sign off workers on long-term sick leave, which could trump whatever their family doctor says.
• Those on lon
Blog Article | Last updated: 22/11/2011 13:10:00
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This is the question posed by the recent EAT case of Perry v Imperial College Healthcare NHS Trust.
In this case the employee worked for two different NHS Trusts in different roles. She fell ill and, due to mobility problems, was signed off sick by Imperial. She was well enough to continue with her other job and did so. Imperial found out, felt she had fraudulently claimed sick pay and dismissed for gross misconduct.
Blog Article | Last updated: 21/09/2011 13:39:00
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Employers have a duty to make reasonable adjustments to mitigate the impact a provision, criterion or practice has on a disabled employee.
Blog Article | Last updated: 14/09/2011 14:01:00
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