THE GUARDIAN - SATURDAY 19 MARCH 2005

Employers who care at last

New tax perks have prompted a last-minute rush for childcare vouchers. Miles Brignall reports

Companies administering the childcare voucher scheme are struggling to cope with demand from employers desperate to get a scheme up and running for workers when attractive tax benefits come into force next month.

From April 6, working parents who pay for childcare will be able to claim income tax and national insurance relief on the first £50 they earn each week - worth around £850 a year to most workers and more than £1,000 for higher rate tax payers - but only if their employer has a childcare voucher scheme in place.

HOW HR2all CAN HELP...

If you are interested in saving £300 per employee per year on NIC and saving your employees between £816 and £1,066 per year on tax, call HR2all for further information on 01656 766363

THE MAIL ON SUNDAY - SUNDAY 20 FEBRUARY 2005

BUSINESS BRIEFING

Nearly a quarter of bosses are deterred from expanding their business because of the burden of red tape.

In the latest UK Business Barometer survey by the University of Nottingham, 24 per cent said they were avoiding growth. The majority blamed concerns over employment laws. Others were worried about maternity and paternity leave regulations and difficulties in dismissing employees. Health and safety regulations were also seen as hurdles to expansion.

FEDERATION OF SMALL BUSINESSES - MONDAY 28 FEBRUARY 2005

RADICAL ACTION REQUIRED ON RED TAPE - FSB OUTLINES SECOND OF SIX PRINCIPLES FOR ELECTION YEAR

The Federation of Small Businesses will today (Monday 28 th ) unveil the second of its six key principles for a general election year, warning the main parties that only radical action will convince businesses that politicians are serious about tackling red tape.

More than ten years after businesses were promised a ‘bonfire of red tape' administrative burdens are still five times more costly and five times more time consuming for small businesses than for large firms.

HOW HR2all CAN HELP...

Why not let be professional relieve the headache of red tape!

Don't be afraid to let your business grow. Our beprostaff products offering can help you manage your employees, deal with health & safety concerns, reduce time spent on paperwork and help ease the stress that comes from expanding a business.

MANCHESTER EVENING NEWS - FRIDAY 21 JANUARY 2005

COUNTDOWN TO PENSION REVOLUTION

Pension legislation will undergo its biggest shake-up in almost 100 years in a little over a year from now - the most radical reform since old age pensions were introduced.

"A-Day" as it will be known, takes place on April 6, 2006 and will affect everyone with a pension scheme - and even some who have yet to take one out. Experts say the need for forward planning is crucial.

"It's crucial that people - particularly high earners, business owners and directors and those with more than one pension plan - understand the issues they face with the A-Day changes".

People should now be considering whether they need to increase their remuneration between now and April 2006, safeguarding their savings and determining whether they need to review existing and proposed investments in the light of the new rules.

HOW HR2all CAN HELP...

Under current rules you can calculate the maximum contribution amount for an individual employee, or a class of similar employees via our 'employing staff' section.

METRO - TUESDAY 8 MARCH 2005

IRISH 999 WORKER'S 'RACE SLUR TORMENT'

An Irish woman was told to leave Britain if she could not speak the 'Queen's English' by a colleague in an emergency services control room.

Ann Neylan said she was told to 'f**k off home' because of her accent at the Royal Berkshire Fire and Rescue Service. The 39 year old, who claims racial discrimination, said Ann Powell, who was working under her, referred to gipsies as her 'relatives' while taking 999 calls from traveller sites.

Ms Neylan found her computer login had been changed to 'Irish Ann' and saw the word 'Paddy' written on her phone handset. Her voice faltering with emotion, she told the tribunal: 'What were they trying to make out? That I was thick? That I was stupid?' She also claimed colleague Lisa Bell mimicked her accent with the words: 'Daft, daft, daft'.

Ms Neylan said what commander Liz Mitchell told her: 'If you don't start speaking the Queen's English, f**k off home'. She said she complained to line manager David Wright but was not taken seriously. On Comic Relief Day 2003, Ms Neylan entered the control room to find a list of 'sins' for which people had to pay money. One read 'being Irish'. She said: 'I felt very alone, embarrassed and humiliated'.

Ms Neylan claimed she later felt physically sick. The Reading hearing continues.

HOW HR2all CAN HELP...

In this instance, correctly dealing with a grievance may have prevented this case from reaching tribunal. For further information on what to do when an employee raises a complaint see our 'managing staff' section.

MASSEUR DENIES BRUISING CLIENTS

A masseur left three clients "severely bruised" after over-vigorous treatment at the spa of one of London's most fashionable hotels.

One victim at the hotel was allegedly so badly battered he was left with 10 inch bruises on either side of his spine.

Brian McGuinness was sacked from the Sanderson Hotel – favoured by stars such as Madonna, Gwyneth Paltrow and Kate Beckinsale – after three guests complained of injuries.

HOW HR2all CAN HELP...

Are you aware of what constitutes discrimination? Do you know how to correctly dismiss an employee?

HRZONE - WEDNESDAY 2 MARCH 2005

LETTING PEOPLE GO: OFF THE RECORD

Confidential discussions about an employee's performance have to be handled carefully - or could backfire. Employment lawyer Ann Bevitt looks at the issues.

As an employer, you may sometimes want to talk to your employees "off the record". For example, you may have an employee who has been performing poorly recently. Ideally, you do not want to go through any performance improvement procedure but you are prepared to pay them to leave. You decide to have a chat "off the record". If they take the deal, great.

If they don't, well, you can always follow the correct procedure and no harm done, right? Wrong: in fact, you could land yourself in a lot of trouble.

An "open" conversation with a “resign or be dismissed” ultimatum would allow the employee to claim constructive dismissal.

If the poor performance issues have not been put to, and not accepted by, the employee there is no dispute and there can therefore be no “without prejudice” discussion. Even if the discussion is “without prejudice”, the employee will be able to rely on any discriminatory comment made during the discussion in any subsequent claim of discrimination.

The best and safest course of action is to complete the poor performance procedure and only then embark on any “without prejudice” discussion or, at the very least, follow the open procedures concurrently with any “without prejudice” discussions.

HOW HR2all CAN HELP...

All staff meetings should be recorded and you should never have a staff meeting alone – whether it is an interview, appraisal or disciplinary meeting. be professional's 'managing staff' section provides procedures to follow when conducting these types of meetings.

CYBHR - FRIDAY 25 FEBRUARY 2005

NATIONAL MINIMUM WAGE INCREASES ANNOUNCED

The Government has today announced that the National Minimum Wage (NMW) for adult workers will rise from £4.85 to £5.05 per hour from 1 October 2005. Subject to prevailing economic conditions, it will then increase to £5.35 per hour in October 2006. When these increases come into effect, it will take the NMW to almost 50% above its 1999 introduction rate.

The youth rate, which applies to 18-21 year olds, will rise from £4.10 to £4.25 per hour in October 2005 and then to £4.45 per hour in October 2006.

The Low Pay Commission is also to review the operation of the new 16-17 year old rate and report back on this in 2006. This means that there will be no increase to the £3.00 per hour rate in October 2005.

Finally, the issue of whether to put 21-year old workers onto the adult rate will be kept under review by the Low Pay Commission.

More than £3 million has been recovered from employers who have not been paying the NMW since April 2004 and the total amount recovered since the introduction of the NMW in April 1999 is nearly £20 million.

HOW HR2all CAN HELP...

You can make sure your employment contracts are up to date and reflect changes in the NMW, by using our 'employing staff' section.

METRO - MONDAY 28 FEBRUARY 2005

£1,400 BOOST AS MATERNITY PAY EXTENDED

Paid maternity leave for new mothers is to be extended to nine months by 2007. It would be worth an extra £1,400 to families, said Trade and Industry Secretary Patricia Hewitt.

Other plans include allowing maternity pay to be given to fathers and extending the right to request flexible working hours to parents of older children. 'The aim is to get maternity leave right up to the full 12 months by the end of the Parliament', Ms Hewitt told GMTV's Sunday programme.

She said new mothers were already entitled to a year's leave but many could not take it all as they were paid for only the first six months. But the Tories dismissed the maternity pay plan as desperate. Shadow Secretary of State for the Family, Theresa May, said: 'These plans were announced by Gordon Brown in his pre-budget review in December and Tony Blair is now recycling them in his desperate bid to win back women voters'.

She said her party would announce its proposals closer to the general election. The British Chambers of Commerce warned that many small businesses could be crippled by the move.

While the majority of salary costs may be covered by the Government's statutory pay, recruitment costs, advertising costs and the strain on the company will not be', said director general David Frost.

At present, new mothers are entitled to 90 per cent of earnings for the first six weeks after giving birth, then £102.80 a week until the baby is six months old.

BERWIN LEIGHTON PAISNER - EMPLOYMENT UPDATE

STOP PRESS

Maternity, paternity and adoption pay

With effect from April 2005:

• The standard rate of statutory maternity, paternity and adoption pay will rise from £102.80 to £106 per week.
• The earnings threshold of weekly pay, which workers need to earn before they qualify for the statutory benefit, rises from £79 to £82 per week.

HOW HR2all CAN HELP...

beprofessional's 'employing staff' section will allow you to create up to date maternity, paternity and parental leave policies as part of your staff handbook.