|
|
|
Well May is upon us already and Spring is in full swing!
I do hope you're well and enjoy this month's issue.
Don't hesitate to get in touch if you have any questions.
Kind regards,
Angela
|
|
 |
|
|
|
|
|
|
| |
|
|
|
|
|
|
Britain Out of the Working Time Directive
The final round of talks surrounding the EU Working Time Directive (WTD) broke down last week, resulting in Britain being able to continue to opt-out of the WTD, which imposes a 48-hour limit on working time.
In December, an attempt was made by MEP’s to abolish the opt-out, but the issue has now been put to rest after the council of ministers dropped any further attempt of negotiation.
The employment relations minister, Pat McFadden said that “Everyone has the right to basic protections surrounding the hours that they work, but it is also important that they have the right to choose those hours…The current economic climate makes it more important than ever that people continue to have the right to put more money in their pockets by working longer hours if they choose to do so.”
The opt-out of the WTD means that those employees who want to work long hours, will not be prevented from doing so. Employers should ensure they review working arrangements for employees who long-hours due to the corrosive effect this can have on health, relationships and performance.
|
|
|
|
|
|
Increased Sickness Following Swine Flu Reports
We are told not to believe everything in the news, but the latest reports of swine flu in Britain – in Scotland and now Devon – have caused a large amount of anxiety amongst the UK workforce, with large numbers calling in sick after experiencing “flu-like” symptoms.
FirstCare, an absence management company with a database of 60,000 employees, saw an 8.2% increase in the numbers calling in with coughs, colds and flu since the news began. FirstCare has been questioning and monitoring those who have recently been abroad, but the Company stresses that the increase in absence is partly due to employee’s fears surrounding the media attention.
Whilst a pandemic has not been confirmed, employment lawyers are urging employers to put contingency plans in place for an outbreak, so that they do not leave themselves open for a claim.
Ben Willmott, senior public policy advisor, urges employers to have clear advice for staff on symptoms of the virus, the importance of staying at home if they contract it and seeking medical advice as soon as possible.
|
|
|
|
|
|
Costly Maternity and Paternity Changes
The Equality and Human Rights Commission (EHRC) has proposed changes to increase maternity and paternity leave, which could burden employers with huge costs and make it harder for them to plan ahead.
The proposals include:
- Paying women 90% of their salary for the first 26 weeks.
- Beyond this, leave is to be broken down into three, four-month blocks – one for the mother, one for the father and one for either parent. The first 8 weeks of each block will be paid at 90% salary, and the remaining half to be paid at the statutory rate, which is currently £123.06. These blocks can be taken any time until the child’s fifth birthday.
- There were also proposed improvements to the Pregnant Workers Directive, of which some of the amendments proposed were less generous than those already available in the UK.
- Increasing the minimum maternity leave from 14 to 18 weeks, of which at least 6 must be taken straight after the birth. The UK provision is currently 52 weeks, with at least two weeks compulsory leave after birth.
- Full pay equal at least to Statutory Sick Pay, during maternity leave. Currently, the UK provides six weeks at 90% of average earnings, followed by a flat rate of £123.06, which is well above SSP.
- The right to return to the same or equivalent role on no less favourable terms. This is already available.
- Suspension from work on maternity grounds must be on full pay. This is already available.
- The right to request flexible working for women returning from maternity leave. The current UK provision stipulates that returning mothers should have at least 6 months service with an employer.
- Transfer of protections in the Equal Treatment Amendment Directive. These are already available.
All of the above are only proposed changes/improvements, if you would like any advice on maternity and paternity legislation as it currently stands, please get in touch with Angela on 01908 230 969 or email her at angela@crispinrhodes.co.uk
|
|
|
|
|
|
The Oasis Project
Chris Hayter from The Health Oasis, has recently embarked on the “Save an Eye” Campaign funded by the Oasis Project and assisted by the National Eye Care Programme in the Gambia. After visiting the Bakau community of the Gambia, Chris realised the area was in desperate need of eye-care testing, glasses and cataract operations, to give local residents a better quality of life. Over 300 people were tested on her last visit, and Chris now aims to raise £2000 so that she can go back and assist with more eye clinics, in an area badly affected by eye infections due to poor sanitation.
How can you help?
- Make a donation. A £20 donation provides a cataract operation for one patient.
Please make cheques payable to “The Oasis Project” and sent to 1 Wimbledon Place, Bradwell Common, Milton Keynes, MK13 8BQ.
- Send old pairs of glasses that are fit for use but would otherwise be recycled to the above address.
If you would like more information please ring Chris on 07710 62 52 02, quoting the Crispin Rhodes newsletter.
|
|
|
|
|
|
Your Questions Answered
Q: I have a couple of employees who will always volunteer themselves for overtime, and will regularly work more than 60 hours a week, but I constantly find them dawdling during their normal shifts and not completing work as quickly as it should be. How can I improve their performance and cut back on their overtime – which would not be needed if they were more productive during the day?
A: The fatigue caused by regularly working long periods of overtime costs the UK between £100 and £200 million pounds a year in work-related accidents alone. As well as the additional costs of paying for sick leave when an employee has burnt themselves out, or the agency staff required to cover their position. There are a number of things you can do to ensure people don’t become reliant on overtime:
Catch them early. Overtime dependents know how to influence the amount of overtime they do and can abuse the system, such as working all weekend, but calling in sick on Monday. Or being available on premium paying Sunday but not Saturday. Have a look at work patterns and where there are too many working in hours that are not peak demand.
Don’t make overtime bonus-time. Many companies incentivise long hours, which encourages people to stay at work longer, especially during periods of economic instability. Ensure you don’t fall into this trap and promote a work-life balance.
Offer incentives. Offer incentives that encourage employees to complete tasks during normal working hours.
Consider regular pay packets. Many workers like a stable pay packet as it enable them to budget for expenses. However, those working in seasonal businesses are keen to work overtime to make up for the months of reduced pay. Giving workers equal, monthly pay packets, it offers them stability and reassurance.
It’s important to understand what drives overtime and ensure you and your employees understand the damage this can do in the long-term.
|
|
|
|
|
|
|
|
|
|
In Closing
|
|
I hope you have found this month's newsletter useful and informative. If so, then why not forward it on to someone. if not, then do tell us how we could improve it.
Crispin Rhodes is a specialist human resources company that offers a wide range of cost effective HR services, tailored to the needs of small and medium size businesses.
We provide advice and tailored service packages embracing recruitment, HR policies and procedures, discipline and grievance, sickness, terms and conditions of employment, maternity, paternity and adoption, redundancy, psychometric testing and one to one personal development.
Thank you once again, and for now I wish you all the best.
Kind regards,
Angela Rhodes
Crispin Rhodes Ltd
|
|
|
|
|
Tel 01908 576991 - Fax 01908 607533 - Free HR Resources - Newsletter Archive - Contact Us
|
|
Crispin Rhodes Ltd, 4 Aldrich Drive, Willen, Milton Keynes, MK15 9JH - VAT Reg No: 690381621
|
|
Crispin Rhodes Ltd is a company registered in England and Wales with company number 3336715
|
|
