Saturday, September 1, 2007
Unions plan two 3-day Tube strikes
Unions representing London underground rail workers said their members would hold two 72-hour strikes during September, which will disrupt the capital’s entire tube network. The first three-day walk-out will start at 6 p.m. on Monday, September 3 and the second at the same time a week later.
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above: The strikes will disrupt the capital’s entire tube network.
New Bank Holiday?
Unions and voluntary organisations join to call for new Community Day bank holiday.
Leading voluntary organisations have joined together to call for a new national bank holiday in October to celebrate and promote community activity and involvement.
They say that a new bank holiday should be used to help build the Government’s ‘vision of a society where voluntary activity flourishes and where all individuals and communities are enabled to play a full part in civil society’, and would complement existing well-established initiatives.
The day could be used: to encourage people to volunteer and get involved with community groups and activities — not just on the day, but on a continuing basis; to provide an opportunity for community and voluntary groups to publicise their work and develop new activities to engage their communities;to provide an opportunity for society as a whole to recognise the importance of the often unsung efforts of volunteers and community groups and the role they play in promoting the diversity and variety which is such a great strength of the UK’s civil society; and to give an opportunity for voluntary groups to have days of action and local communities to hold gala days and other ways of increasing and celebrating community spirit.
It would also help fill the UK’s public holiday deficit. There are three fewer days off work in the UK than the average for the EU. A PDF — available from the TUC’s website — has more about bank holidays and their history.
The groups suggest that the best time for such a holiday would be at the end of October, coinciding with the normal half term break and in the middle of the longest current gap between bank holidays.
This new holiday should particularly appeal to the new Prime Minister, the groups say, as he has called for a new day to bring the people of Britain together to celebrate their shared values.
Getting involved in local community action can make a real difference to people’s lives and their neighbourhoods. It can restore our sense of community, making our area a better place to live and instil a sense of shared endeavour. We might not be able to change the world but we can all do something to change our neighbourhood.
Prepare now for new work-place legislation coming into effect in October warns ACCA
The approach of Autumn is the time of year when businesses need to prepare themselves to deal with new work-place legislation and this year is no exception, says ACCA. October 1 represents the second key date of 2007 for new business legislation, under the government’s relatively new system of storing up new workplace measures for release just twice a year.
The key legislation which is coming into effect in October is:
1. Companies Act — Many important elements of the new Companies Act come into force in October 2007. These include new statutory rules on the responsibilities of company directors which will have important implications for directors of companies of all shapes and sizes. The new Act takes the most important common law principles and sets them down in legislation — the intention being to make the law more accessible to non-experts and in the process save companies the expense of buying in specialist advice from outside. The main common law-derived duties now set out in legislation include the fact that directors must respect the terms of their company’s constitution and act within their powers, they must avoid conflicts of interest and should not accept benefits from third parties.
2. Minimum statutory holiday entitlement increases to 24 days — From October 1, the statutory minimum leave entitlement will go up from 20 days to 24. In April 2009 the figure goes up to 28 days. Companies will still be able to offer payment in lieu of the additional holiday entitlements but only up to April 2009: after that date, the full entitlement must be offered. The new regulations will be extended to part-time workers on a pro-rata basis.
3.Upgrade to the National Minimum Wage Regulations — New regulations increase the rate of the national minimum wage on 1 October. The adult rate, for workers over the age of 22, goes up to £5.52 per hour. The development rate, for workers between 18 and 21, increases to £4.60 per hour while the rate for 16-17 year-olds goes up to £3.40. More
Calculating credits
Work-life balance charity Working Families has launched an online interactive tax credits calculator which it says will enable parents to make informed choices about working hours by going through ‘what if?’ comparative scenarios. The calculator will provide an estimate so that parents can work out what pattern of working would be best for them. Tax Credits Calculator and interactive flexible working guide. More
Single parents to be pushed into work
Single parents will have to seek work to get benefits once their youngest child is seven from 2010, under welfare changes announced recently. At the moment single parents do not have to seek work to get benefits until their youngest child is 16. That age is to fall to 12 from October 2008, with the move to seven from October 2010. If claimants are out of work for more than 12 months they will have to undertake community work or lose benefit.
Finally — a ‘bible’ of working parents rights
Legal Action Group (LAG) has published what has been described as ‘the bible of working parents’ rights’. ‘Maternity and parental rights’ is a comprehensive guide — almost 900 pages — to the statutory framework relating to parents’ rights at work. It provides expert guidance on the law including up to date coverage of developments in case law, practical tips and tactics. The text is supplemented with tables, flowcharts, contacts and precedents. The latest edition includes all the new parental rights introduced in April 2007. More
How the unexpected can have a disastrous effect on business
Headlines are hitting news-stands on a daily basis bringing tales of the unexpected — widespread flooding, towns being evacuated and underwater, terrorism, death… the list goes on.
Whether the unexpected is trivial or catastrophic, it can strike at any time and often with devastating effects. Leading Employee Assistance Programme Provider and trauma specialist CiC is urging businesses to better plan for the unexpected, taking into account a valuable asset of the organisation — the management and workforce. In a fact sheet that CiC are releasing this month — ‘Dealing with the Unexpected’ — they offer tips and advice for riding the storm.
As much as we all like to establish some form of stability in our lives, unexpected events can derail businesses in ways never imagined. Critical incidents such as those seen in recent months with attempted terrorist car bombs in London, attacks on Glasgow airport and severe flooding throughout the UK, can have a profound effect. These incidents have demonstrated that post-traumatic stress and other psychological effects are experienced far beyond those unfortunate enough to be directly involved — these include friends and colleagues at work as well as staff working for businesses located near to the incident.
The unexpected however also occurs closer to home. We all experience some kind of bereavement in our lives, yet some bereavements are more sudden and traumatic than others. The death of a colleague can have a ripple effect through a workforce, but when the death involves suicide, feelings and emotions can be heightened. Other circumstances that cause trauma to an individual can include the end of a relationship, divorce or financial factors.
According to CiC very few businesses are properly equipped to deal with such incidents — both practically or psychologically. CiC urge organisations to have business continuity plans and protocols in place to provide much-needed reassurance and help for any staff affected by an incident. Workforces should be properly trained in aspects such as:
- Psychological inoculation — Preparing staff for the psychological effects of a crisis plays a vital part in the prevention of stress disorders, and increasing awareness of the emotional needs of employees during an emergency can reduce the fall out after an incident
- Educating staff about managing trauma — “Abnormal responses are normal responses to abnormal situations.” It is imperative that staff and managers are able to recognise what the ‘normal’ effects of a traumatic event are. Even if we do not register our reaction on a conscious level, our bodies can tell us all we need to know about whether we are coping well or not. Staff may become more irritable than usual, may be unable to communicate with colleagues and may be inclined to stay away from the workplace. Other symptoms can include depression, sleeplessness, anxiety and mood swings. Managers who have been trained to recognise early symptoms of trauma-related stress and strain will be able to help their staff more quickly and effectively.
- Train managers in such issues as breaking bad news — Few businesses train managers in how best to communicate bad news, which is often the very first stage in what can be a difficult and prolonged challenge for businesses in helping staff to adapt to changed circumstances and to return their business to normality.
CiC also offer further advice and tips for the work and the home place such as listening, including, informing and referring staff / colleagues. They also stress the importance of sharing feelings, connecting with others and staying realistic about your reaction and feelings. Other tips include creating a flexible work environment after an incident and for individuals to keep active. More
Cyber-bullying ‘rife’ in UK business
One in five UK workers has been bullied by email. An online survey of over 1,000 workers found respondents have been bullied by email in their current or previous jobs and even bullied via a text message. Many believe that cyber-bullying is a problem in their current organisation. The increased use of communications tools such as Blackberries is also making cyber-bullying a problem outside working hours. A new booklet sets out the business case for tackling bullying at work, examines what has worked for other organisations, provides recommendations for preventing the issue arising and advises employers how to address problems. Dignity at Work is running a series of free seminars around the country on how to tackle bullying at work.
The project’s booklet, ‘The role of trade unions and the business case for tackling bullying’ is available free within the UK. More
You’re Fired!!!!!!!!
The Apprentice Boss, Sir Alan Sugar is being held responsible for the catch phrase “You’re Fired”, which is causing a growing number of people taking their bosses to an employment tribunal.
Since the television programme was first aired in 2005, the number of tribunals held across the UK has soared. Dismissed workers can take their bosses to court and claim unfair dismissal if the correct procedure is not followed terminating employment.
Figures from the Employment Tribunals Service (ETS) show in 2004-5, there were 86,181 registered employment tribunal claims, while last year, there were more than 115,000. This year’s figures, due to be published next month, are expected to be around 132,000 cases.
The Apprentice, shown on the BBC, sees 16 contestants compete for a £100,000-a-year post with the self-made millionaire, Sir Alan, one of Britain’s best-known businessmen. Each week, one contestant is thrown out of the contest by the Amstrad founder, who leans across his boardroom table, points a finger and declares: “You’re fired!”
Employment law specialist John Muir, of Muir Myles Laverty which is based in Dundee, believes that Sir Alan, has sparked a wave of copycat bosses that have landed themselves facing legal action.
Since The Apprentice came on TV, we’ve seen a massive rise in dismissals in which employers or bosses apparently emulate or copy Sir Alan Sugar’s methods. There is no doubt about it. It has resulted in a series of unfair dismissal applications to employment tribunals.
Employment law requires certain procedures to be adhered to in dismissing an employee. An investigation in the first instance should be followed by a disciplinary hearing. If that hearing finds in favour of dismissal the employee should be given an opportunity to appeal.
Employers should not copy Sir Alan. They should remember that it is purely a TV show and is not real life. The sort of bullying seen on The Apprentice can be devastating for people. Bosses should not watch this programme and think that this sort of behaviour is in any way appropriate.
A spokesman for Sir Alan Sugar said the businessman would not be commenting on the claims.
Look out for further information on the correct way of firing staff in the next issue of Unlimited.
Or check out is4profit for some tips on correct protocol. More
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