ABSENCE MANAGEMENT MASTERCLASS EVENT - 2nd September 2010 to be held at Scion House, Stirling University Innovation Park between 10.00 am and 4.00 pm.

Our Real HR Results Absence Management Masterclass Event is almost full.  This is likely to be the last of our Absence Management sessions this year. 

There is still time to book one of the few remaining spaces before it's too late.  To find out more or to book on line go to http://www.fairways-uk.com/6/6/Events/Events.html or from Events for Business Ltd http://www.eventsforbusiness.co.uk/ - tel 01383 852931 - email - janet@eventsforbusiness.co.uk

Entertainment & Work - The Christmas Party, The Business Lunch etc......

Whilst most of you are still lying around on sunkissed beaches, topping up your suntan, or just having some well earned time off on holiday, the last thing on your minds right now is the dreaded Christmas party season for example.

It goes without saying that company Christmas parties, business lunches, client dinners and such like now need careful consideration - needless to say this isn't just about the cost factor - but the people factor.  It's therefore now time to consider the 'people well-being factor'.  As a result a few points are outlined below for you:-

CHECKLIST

•   Ensure all employees realise  and understand that they are representing the organisation whenever parties or such events are being  held in any publicl arena.

•   Ensure all employees are aware and understand that any unacceptable behaviour will be subject to disciplinary action.  Inform them that serious breaches of non standard behaviour may well lead to summary dismissal. Your employees also need to know the difference between what is acceptable behaviour and what is not to your organisation. 

•   Ensure you have a clearly explained policy on the consumption of alcoholic drinks.  Ensure it is made clear that there are d limitations on alcohol consumption (if this is the case).  Fewer organisations operate a free bar for the duration of a party now as they take their roles in corporate social responsibility seriously; hopefully, your organisation is one of them.

•  Don't forget illicit drugs - Make sure your policy clearly states that the use of recreational drugs is illegal, and employees found using recreational drugs could be summarily dismissed.  Remember the rule of consistency - you cannot treat one employee different from another without good cause.

•   Make it clear that the organisation's standards in relation to discrimination and harassment still apply at functions for example parties, lunches and business dinners for clients and that unacceptable behaviour could lead to summary dismissal.

•   If employees are expected to entertain clients, provide them with clear guidelines on acceptable expenditure limits, including what is permitted for spending on alcohol (if any).

•   Consider whether employees should be banned from consuming any alcohol at events that take place during working hours.

•   Consider prohibiting employees from consuming any alcohol atevents when business negotiations are taking place. Ensure your policy explains this clearly to employees.

•   Inform employees of any rules in relation to dress codes (if any).

•   Consider providing taxis / other forms of transport home for employees, particularly after evening events where you know that alcohol has been consumed.

Abusing company email and internet systems

Some companies allow no use, some allow limited use and others allow full access for personal use although this is becoming rarer. Those who allow full use of the internet and emails often do so for specific periods of time during the working day only.

It is evident that a number of employers still fail to recognise the need for clear policies to prevent abuse of their email systems and the internet.

The following checklist is provided to give you an insight into the areas you should be considering  and implementing to protect your company and employees.

CHECKLIST

•    Policies should clearly set out what penalties will be imposed if company email and internet systems are abused by staff.

•    Policies should also explain clearly what is and is not acceptable  to your organisation

•   Ensure that all employees are aware of the policy, and are aware that their e-mail and internet usage may be checked at any time as part of your monitoring processes.

•   Bringing your organisation into disrepute through unauthorised use of e-mail or internet sites is a huge concen to most  organisations, therefore staff should be aware that this is a disciplinary offence even if this has occurred outwith what is considered to be working hours.


•   Ensure that employees have adequate password protection for company e-mail, and that the passwords are recorded by the line manager for access in the employee's absence.

•   Do not allow employees to contribute to any blogs and / or other internet discussion sites that relate in any way to the organisation's activities unless your policy dictates otherwise.  Some organisations recommend such use - be sure you know what your organisation wants to achieve

•   Be consistent with any penalties that are imposed for abuse of email and internet systems.  Should you require assistance in setting up such a policy and advice on how to implement and advise your employees then contact us now on 01738 632 561.

FAIRWAYS ON THE MOVE

Part of the growth strategy for Fairways includes relocating to new premises later this year, to offices that best serve the needs and interests of our clients.

To date, we have been unable to deliver quality learning & development initiatives and workshops internally as our current premises can only accommodate very small numbers of delegates at any one time.

Soon  however, we will be moving to bigger premises with our own training suite which will save money on having to hire alternative suitable venues - that can only be cost effective and better value for all of our clients as well as helping our candidates prepare for the working environment.

Our new training suite will have a separate break out area.  Clients will also be able to hire our rooms for training / business meetings and / or interviewing purposes.

We will keep you posted on progress, meantime have a look at the types of development training Fairways carries out at http://www.fairways-uk.com/3/3/91/Services/HR_Services/Training.html .  If there is anything you think we should be covering that isn't mentioned, give us a call to see if it is in fact an area Fairways can deliver for you.  Remember, 'we work with you - for you' to deliver the real and effective solutions you need when you need them.

Equality Act 2010

The Equality Act will become law in October 2010. This Act replaces previous legislation (such as the Race Relations Act 1976 and the Disability Discrimination Act 1995) and ensures consistency in what you as the employer need to do to make your workplace a fair environment and to comply with the law.

The Equality Act covers the same groups that have been protected by existing equality legislation – age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership and pregnancy and maternity – but as of October 2010 this new legislation will also extend some protection to groups not previously covered, and at the same time will also strengthen particular aspects of equality law.

The Equality Act is a mixture of rights and responsibilities that have:

• Stayed the same – for example, direct discrimination still occurs when "someone is treated less favourably than another person because of a protected characteristic".

• Changed – for example, employees will now be able to complain of harassment even if it is not directed at them, if they can demonstrate that it creates an offensive environment for them.

• Been extended – for example, associative discrimination (direct discrimination against someone because they associate with another person who possesses a protected characteristic) will cover age, disability, gender reassignment and sex as well as race, religion and belief and sexual orientation.

• Been introduced for the first time – for example, the concept of discrimination arising from disability, which occurs if a disabled person is treated unfavourably because of something arising in consequence of their disability.

Importantly, employers need to be aware of the areas that will change. So what's changing?

• Indirect discrimination
• Associative discrimination
• Perceptive discrimination
• Harassment
• Harassment by a third party
• Victimisation
• Positive action
• Pre-employment health related checks
• Extension of employment tribunal powers
• Equal pay direct discrimination
• Pay secrecy

Time to consider…..!

You may be thinking that you already have an equality and diversity policy and therefore don’t need to do anything else when the new equality Act is implemented.

However, there are some specific changes such as discrimination by association or perception and around the area of disability – Are you still sure you don’t need to do anything further?

As an employer have you considered / implemented non disclosure of pay rates discussions between members of staff?   Under the terms of Equality Act, this would be an unenforceable part of their contract of employment. 

As a result of the changes, you as an employer may need to review and change some of your policies and procedures within the workplace to ensure full compliance with the new legislation. Fairways can help you to review and implement changes with ease.  http://www.fairways-uk.com/3/3/Services/HR_Services.html

The UK Border Agency Update

NEW GUIDANCE ON THE PREVENTION OF ILLEGAL WORKING

We all know that Illegal working hurts good business, undercuts legal workers and creates illegal profits. It also puts illegal workers themselves at great risk. By working together, employers and Government, the playing field can be levelled, and the exploitation of vulnerable migrants can be tackled.

Under the Immigration, Asylum and Nationality Act 2006 it is illegal to employ an individual who does not have the right to work in the UK. Where an employer knowingly recruits an overseas worker who does not have permission to work in the UK, there can be a criminal prosecution potentially leading  to an unlimited fine and the possibility of a prison sentence therefore employing illegal immigrants is an expense that business cannot afford.

Even when this has been duly considered, The Race Relations Act 1976 protects job applicants against all forms of race discrimination throughout the recruitment process.  In order to avoid race discrimination whilst at the same time ensuring that new recruits have the legal right to work in the UK, employers need to ensure they treat all job applicants consistently and fairly.

The UK border Agency has published new guidance to help UK employers understand the status of asylum seekers, refugees and those with humanitarian protection.

This guidance highlights what documents you should ask prospective employees to produce to ensure they have such status and that they can lawfully work for you. For more detailed information, you can download their guidance for employers on preventing illegal working, asylum seekers and refugees by visiting their site for more information. http://www.ukba.homeoffice.gov.uk/employers/preventingillegalworking/

At Fairways, we can assist with your recruitment practices to ensure you remain compliant, visit our website for more information at http://www.fairways-uk.com/