LEGISLATION CHANGES AS OF MAY 1ST

From 1st May 2004 the government intends to change section 8 of the Asylum and Immigration Act 1996, the law for all UK employers on preventing the employment of illegal workers. The changes refer to the checks employers must make on potential employees.

HOW HR2all CAN HELP...

These changes are reflected within the employing staff section of Beprostaff@HR2all.

HR ZONE - MONDAY APRIL 26, 2004

FREEDOM OF SPEECH OR HARRASSMENT?

A thought-provoking headline filled the newspapers recently about a well-known football commentator who resigned following a racist comment he made about a player when he thought he was off air. Certainly an end to his career in broadcasting, but also a clear demonstration of the dangers of insensitive or unsolicited comments made in the workplace.

Discrimination claims account for over a third of all tribunal cases and bullying and harassment are now referred to specifically in anti-discrimination legislation which means that compensatory sanctions against those responsible have no limit and there are also further awards available for injury to feelings, injury to health and aggravated damages.

Definition of harassment Harassment is defined as unreciprocated and unwelcome comments relating to gender, race, sexuality, disability and religion or actions which are considered to be objectionable by the recipient. The critical aspect of this definition is that it is the individual on the receiving end of such remarks or comments who decides whether they amount to harassment, not the person who has made the remark. So, a regular joke or personal comment that may not have worried an individual in the past may become hurtful or untenable at any time.

Practical steps Employers need to take positive steps to eliminate harassment in the workplace not only to avoid costly court cases but also to retain a motivated workforce. These include the following:

• establish a written harassment policy, with a section on email usage,
• communicate the policy to all employees reminding them that harassment in any form will not be tolerated,
• provide training to managers on the meaning of bullying and harassment and how to deal with it promptly and efficiently,
• establish effective measures to allow employees to complain about any instances of harassment in the form of a grievance policy,
• ensure disciplinary procedures are in place to deal with acts of harassment and include harassment as a specific example of misconduct in the disciplinary policy.

HOW HR2all CAN HELP...

Beprostaff@HR2all can help you put the correct procedures in place to tackle harassment in the workplace.

METRO - THURSDAY MARCH 25, 2004

4 IN 5 STAFF DO NOT TRUST THEIR BOSSES

The vast majority of workers do not trust their bosses, a survey reveals.

The problem is worse the more senior the manager, with four out of five workers saying the distrust directors. Two-thirds said they did not believe their immediate superior. Only one in ten staff said they actively trusted the directors of their company, the poll by HR Gateway found.

The problem was down to ‘badly implemented changes' such as restructuring within organisations and moving offices, experts said. Managers had to do more to restore the faith in them. ‘Most of the time it comes down to three things – communication, trust and praise,' said Karen Charlesworth of the Chartered Management Institute.

‘We all want to be kept in the picture as to what is happening, we all want praise for what we do. High levels of change are not being communicated down the line leading to a lack of trust.'

Communication in the workplace is very important. Introducing staff appraisals can improve relationships, increase trust in the organisation and ultimately make for a happier place to work.

HOW HR2all CAN HELP...

Beprostaff@HR2all can show you how. At HR2all we also are expert in internal marketing to make your staff buy in any change management issues.

METRO - WEDNESDAY APRIL 14, 2004

TRAINEE MIDWIVES LOSE BABY PAY BID

Three student midwives who were denied paid maternity leave lost a sexual discrimination case yesterday.

Clare Fletcher, Tracey Parkes and Shelly Wilkinson claimed they faced financial hardship because of the decision by the Department of Health. Mrs Parkes, 40, said she was forced to work long hours well into her pregnancy to make ends meet and returned to work when her baby was just nine weeks old.

She said this was her only course of action because her husband was earning £10,500 a year. Mrs Fletcher, also 40, said her pregnancy was a ‘financial struggle ‘ while 26-year-old Mrs Wilkinson said she also suffered difficulties.

But the Central London employment tribunal ruled against the women, saying they were trainees – not full employees – when they became pregnant. Despite this, the tribunal panel critised the £6,000-a-year bursary scheme under which the women were training. It allows students 60 days of sick leave a year, but stops payment immediately if they go on maternity leave.

A panel spokesman said: ‘It is uncomfortable that, in the sensitive context of hospital wards caring for mothers and babies, there is an absence of a protective regime of maternity leave and pay.'

HOW HR2all CAN HELP...

Beprostaff@HR2all gives guidance on a company's legal obligations to pregnant women.

THE TIMES - MONDAY 19TH APRIL, 2004

SMALL FIRMS IN THE DARK OVER HEALTH & SAFETY

92% of UK employers are not fully up to date with current health and safety regulations, according to a recent survey.

The study also revealed that the majority of small employers find the regulations too difficult to follow.

More than 80% of those questioned said that the increases in regulations, and the spiralling cost of insurance, are causing them serious problems. 77% revealed that staff had been involved in an accident in the past 12 months, despite the fact that many had appointed a health & safety representative.

Employers who fail to abide by the regulations risk being taken to court, and could face fines of thousands of pounds.

HOW HR2all CAN HELP...

Whatever the size of your company, health and safety legislation must be complied with. The Health and Safety module in Beprostaff@HR2all gives clear guidance on how to keep your company legal and your staff safe.