by Emma | Aug 3, 2017 | Newsletter
Businesses sometimes need employees to work more than their normal hours in order to meet the needs of the business but can you ask an employee to work more hours without paying them?
In practice, you can, however, there are a few things you need to bear in mind:
- The employees contract of employment must clearly specify that they may be requested to work additional hours and that you do not pay overtime.
- As an Employer, it is important to bear in mind the Working Time Regulations, which means that employees cannot work more than an average of 48 hours per week. The average is worked out over a 17-week reference period.
- The employer must ensure that the employee’s average pay for all the hours they have worked does not dip below the relevant minimum wage.
- If employers do pay overtime, details of overtime rates of pay should be clearly detailed in the Contract of Employment.
by Emma | Aug 1, 2017 | Newsletter
Last week the supreme court made a landmark decision about tribunal fees – they have been removed!
The court ruled that the government had acted unlawfully when it introduced the fees and that everyone had a right to justice.
Experts believe that there will now be a surge in tribunal claims, so it is crucial to get things right when dealing with employee relations, in order to avoid tribunal proceedings.
by Emma | Jul 19, 2017 | Newsletter
Here’s the list:
1. Kitchen cleanliness / washing up
2. Talking loudly
3. Poor timekeeping
4. Poor personal hygiene
5. Tea/coffee rounds
6. Milk/ tea availability
7. Stolen food
Sometimes its the small things that help to boost morale in the office, so start by tackling some of the above issues for a happier workforce!
by Emma | Jul 11, 2017 | Newsletter
Recent research has revealed that, on average, UK employees change employers every five years, a marked increase in frequency on previous years. It is therefore crucial for businesses, no matter their size, to address employee engagement.One of the biggest drivers of feeling engaged at work is the relationship you have with your manager. Managers need to build more trusting relationships with their direct reports by having regular, honest and open conversations with them.
Please contact us to discuss Employee Engagement further.
by Emma | Jul 7, 2017 | Newsletter
It might seem like second nature to check a job applicant’s Facebook – but where do you stand legally?
In today’s technological age, it’s increasingly rare to come across someone without an online presence. It’s not surprising then, that many employers are tempted to trawl through job applicants’ social media profiles to see whether there are any potential skeletons in the closet. Although, while it might seem a good recruitment tool, pre-employment vetting needs to be used with caution.
So how should employers approach the question of online digging in their recruitment process?
If employers base their decision on information that has been discovered on social media (eg specifics about an injury, illness, culture, race, sexual orientation) it could result in a discrimination claim.
How would the candidate find out? If the documentation obtained and generated during the recruitment process doesn’t tally with the decision made, then this can lead to the candidate asking awkward questions, and potentially a claim.
Further, recording or using information about candidates from websites will fall under the data protection legislation, and it’s crucial to ensure that you don’t fall foul of its requirements.
It’s worthwhile having a clear policy ensuring consistency and fairness. Pre-employment vetting shouldn’t be used as a means of intelligence-gathering.
Only as a means of obtaining specific information relevant to the particular role and only where there is no other less intrusive way of accessing that information. More often than not, there will be an alternative – and less risky – way. If you’re going to do it, do it right.
