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Here you have round the clock access to a source of information concerning
employment matters written in a style that avoids legalistic jargon without
losing essence.
The information is stored and accessible in logical groupings, which
are supported by regular updates and newsworthy additions.
The main employee rights are covered in 5 groupings:
Updates, Policies and procedures are found in HR In Practice and HR Updates
and many useful documents are included under Document Downloads for you to download and amend to suit your
own particular needs and circumstances.
If you have a question that cannot be answered by the information contained
within our site then please ‘Ask The Expert’ and we will guarantee
a response within 24hrs (Monday to Friday).
Latest HR updates:
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Induction - General :
read more here
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Disciplinary Process - Dealing with misconduct :
read more here
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PAYE :
read more here
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Holiday Entitlement :
Extra Bank Holiday in 2012
The government has announced that there will be an extra bank holiday to mark the Queen's Diamond Jubilee in 2012. The late May Bank Holiday will be moved to Monday 4 June, and an extra bank holiday awarded on Tuesday 5 June.
Whether or not employers will close for the day and pay for this as an extra holiday or require their employees to work will largely depend upon contracts of employment.
If contracts state holidays are “plus Bank Holidays” then employees will be entitled to the extra day.
If contracts state that holidays are “plus 8 bank holidays” then the extra day will be at the discretion of the employer.
If contracts state a figure “inclusive of bank holidays” then the extra day will have to be taken as part of that total unless the employer agrees otherwise. read more here
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Union Membership :
The revised ACAS code of practice on time off for union representatives is now in force (February 2010). Union representatives have a statutory right to 'reasonable' time off during working hours - with pay - to perform trade union duties (including accompanying workers at disciplinary and grievance hearings) and to undertake relevant trade union training. Time off for union activities (as opposed to duties) does not have to be paid.
The Code operates in a similar way to other ACAS Codes - ie it is not a legal requirement, but employers cannot afford to ignore it as tribunals will use it as a benchmark for judging reasonableness.
From April 2010 it will be illegal to refuse employment or dismiss anyone who appears on a so-called 'Trade Union blacklist' (for that reason) read more here
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