Welcome to Adare Human Resource Management s July 2007 edition of our HR Newsletter.

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Welcome to Adare Human Resource Management s July 2007 edition of our HR Newsletter."

Transcription

1 Welcome to Adare Human Resource Management s July 2007 edition of our HR Newsletter. Contact our HR Helpdesk on or Adare Human Resource Management Partnership Programmes Adare Human Resource Management offers three unique HR Partnership Programmes to clients seeking HR support. Each of our Partnership Programmes offer you the full The topics covered in this month s issue are as follows: Minimum Wage increased 1 st July 2007 support of our HR Helpdesk, giving day-today access by telephone and to a dedicated Client Manager and Client Support Team who will be in a position to answer any questions that arise on people related matters in your organisation and give legislatively compliant, best practice, step by step and easy to follow advice. Furthermore, each programme includes access to our HR Toolkit, which provides access to all the relevant HR and employee forms, documents and templates you ll need. Subscribers to our Business Builder and It is important that all clients note that The National Minimum Wage increased to 8.65 on the 1 st of July (previously 8.30 an hour). Care must be taken to ensure that all employees are paid at least the minimum rates set out in this Newsletter. Case Report Unfair Dismissal Act An important determination was issued by the Labour Court recently in relation to the Unfair Dismissals Act. The case highlights the importance for employers of having fair procedures in place for dismissals. Business Alliance Programmes are also provided with detailed Employee Handbooks and Management Manuals. In addition to advice and support, should the unforeseen happen and an employee lodges a claim for compensation, you have the HR Helpdesk Query of the Month It is holiday season, last month we received numerous calls in relation to annual leave entitlements. peace of mind in knowing that our Insurance Indemnity covers legal defence costs and any compensation awards made against your organisation or its directors. Our dedicated team is committed to delivering the highest level of service to your organisation no matter which Partnership Programme you choose to best suit your needs.

2 Minimum Wage increased 1 st January 2007 All clients are reminded that the National Minimum Wage was increased with effect from 1 st July The new rates are set out below: Employee Percentage of National Minimum wage Payable Minimum Hourly Rate of Pay Effective January 1st 2007 Experienced adult worker 100% 8.65 Under age 18 70% 6.06 Inexperienced Employees Aged Over 18 First year of employment aged over 18 80% 6.92 Second year of employment aged over 18 90% 7.79 Trainees - defined as persons in structured training or study over age 18, undertaken during normal working hours 1st 1/3 period (between 1 month and 12 months) 75% nd 1/3 period (between 1 month and 12 months) 80% rd 1/3 period (between 1 month and 12 months) 90% 7.78 In relation to the above, it is important to note that the Employment Law Compliance Bill 2007 proposes to establish a new statutory office for the Director of Employment Rights Compliance to support current monitoring and inspection activity. The number of Labour Inspectors will be increased from 31 to 90 by the end of The onus will be on employers to maintain and produce up to date records in relation to employment legislation. Employment rights have been given much more support so you can see the importance of making sure you are not in breach of the law.

3 Case Report Unfair Dismissal Act An important determination was made in the Labour Court. This case involved a successful claim of dismissal under the Unfair Dismissals Act 1997 to 2001, in which the claimant was awarded the sum of 5,000 under the Act. Background This case concerns an employee who was constantly out on sick leave due to an accident. She was badly injured and she was absent from work for three weeks. Her sickness was certified. She was paid her salary by the respondent for the first two weeks of her sick leave. On the third week she took time from her holidays. Ms S was hired as a sales assistant and was promoted to branch manager within a short period of time. The Claimant informed the Tribunal that she had been in a car crash suffering severe head injuries that gave rise to bad headaches. The claimant s mother contacted the respondent on the morning of the accident. Ms S received a medical certificate from Beaumont hospital and she was paid her salary by the Company during the first two weeks of sick leave. On the third week, she took time from her holidays and she returned to work on the fourth week. As time went on Ms. S had to continue to take time off for sickness as she was suffering bad headaches as a result of head injuries. On the 5 th of May, 2003, Ms. S left a message to say she would not be in work. The Manager felt that Ms. S could not allow this situation to continue. The job was not getting done. Ms. S was not submitting medical certificates either. A Disciplinary hearing was held. Ms. S submitted the medical certificates on the day prior to the hearing. Ms. S told the Tribunal that she had never been punished in relation to absences and she never had any performance issues. Part of Ms. S s job was to carry bags of stock which, she alleged caused her back problems. On the day prior to her dismissal, Ms. S suffered from back pain and left a message with her colleagues to say she would not be at work. The next day Ms. S sent a text to say that she would not be in work and explained the situation about the back pain. The Manager told her that her situation could not continue and that she was dismissed. The claimant did not receive a reference or holiday pay. Fair procedures were not complied with in this case. The Company did have a policy but they did not adhere to it. There were no substantial grounds to justify this dismissal. The Company should not have dismissed Ms. S without a hearing.

4 HR Consultancy In addition to our range of HR Partnership Programmes, Adare Human Resource Management also provides a range of Consultancy Services, which can be appropriate when dealing with specific HR projects required to deliver agreed outcomes. In this case a HR consultant will act as HR Project Manager ensuring successful delivery. Please contact us to discuss any further HR initiatives you are interested in exploring. Legislation The legislation governing the area of unfair dismissals is based on a number of fundamental principles. Firstly, substantial grounds must exist to justify the termination of a contract of employment. Secondly, fair procedures must be adhered to. Finally, the principles of natural justice must be adhered to see below: Details of any allegations must be put to the employee. The employee must be afforded an opportunity to respond. The employee should be afforded the opportunity to avail of representation, defined in the Code of Practice as a colleague, or member of a registered Trade Union, but not any other person or body unconnected with the enterprise. The employee has a right to a fair and impartial determination of the issues concerned, taking account of relevant factors and evidence. Importance of a Disciplinary Procedure Many employers question the need for a disciplinary procedure at all. However, as can be seen from this case that in the legislation relating to dismissals, the disciplinary procedure is fundamental to the employment relationship. Additionally, where a claim of unfair dismissal is made, the EAT or the Rights Commissioner will examine the procedure followed to evaluate the fairness of the process. Having a documented procedure in place will assist the employer to ensure that situations are dealt with in the correct manner. If you have any queries in relation to Disciplinary Procedures, please contact Adare Human Resource Management s HR Helpdesk.

5 HR Helpdesk Query of the Month It is holiday season, last month we received numerous calls in relation to annual leave entitlements. Legal entitlement to paid holiday is provided for in the Organisation of Working Time Act, It covers all those working under a contract of employment or apprenticeship, employed through an employment agency, and most state employees other than the Gardaí and defence forces. There is no qualifying period for service. All time worked qualifies for paid holiday time. The Act also provides for entitlements in respect of public holidays. Minimum entitlements are as follows:- Four working weeks where the employee has worked at least 1,365 hours in the year this method is not used where a worker changes jobs during the leave year. One-third of a working week per calendar month in which the employee has worked at least 117 hours. Eight per cent of the hours an employee works in a leave year subject to a maximum of four working weeks. In other words eight hours leave for every one hundred hours or pro-rata. The following are other points that need to be considered:- After eight months work, an employee is entitled to an unbroken period of two weeks holidays which may include a public holiday. This entitlement may be decided by mutual agreement. It is illegal to pay an allowance in lieu of the minimum holiday entitlements unless a worker is actually leaving a job. The Employer should liaise with the employee when determining when annual leave should be taken but the employer must give at least one months notice to the employee or his / her trade union and the leave must be given either during the leave year or within the six months after it ends. If board and/or lodging is part of a worker s remuneration, his / her holiday pay must include compensation for the loss of these during his / her annual leave. If an employee on leave sends in a medical certificate stating that he or she is ill, the time covered by the certificate is not considered leave. For further advice and information in relation to Annual Leave entitlements contact the HR Helpdesk.

ORGANISATION OF WORKING TIME ACT, 1997. Explanatory Booklet on Holidays and Public Holidays for Employers and Employees. Web: www.entemp.

ORGANISATION OF WORKING TIME ACT, 1997. Explanatory Booklet on Holidays and Public Holidays for Employers and Employees. Web: www.entemp. ORGANISATION OF WORKING TIME ACT, 1997 Explanatory Booklet on Holidays and Public Holidays for Employers and Employees Web: www.entemp.ie Issued by Department of Enterprise, Trade and Employment 21955

More information

Practical guide... termination of employment

Practical guide... termination of employment The decision to dismiss an employee is an area of the employment relationship that requires an understanding of a wide range of legislative and other obligations of an employer. The decision is also a

More information

Unfair Dismissals. Termination of Employment Series. Unfair Dismissals

Unfair Dismissals. Termination of Employment Series. Unfair Dismissals Unfair Dismissals Termination of Employment Series Unfair Dismissals The best protection from unfair treatment in the workplace is to become a union member as unionised employments tend to have better,

More information

Blackpool & The Fylde College SICK PAY POLICY. Agreed Date: April 2013

Blackpool & The Fylde College SICK PAY POLICY. Agreed Date: April 2013 Blackpool & The Fylde College SICK PAY POLICY Agreed Date: April 2013 Review Date: April 2015 Contents 1. Scope and Policy 3 2. Accountability 3 3. Learner Involvement 3 4. Statutory Sick Pay 4 5. Entitlement

More information

Employment Law for Farmers Presentation to Dairy Farmers in association with. www.agricultural solicitors.ie

Employment Law for Farmers Presentation to Dairy Farmers in association with. www.agricultural solicitors.ie Employment Law for Farmers Presentation to Dairy Farmers in association with www.agricultural solicitors.ie BACKGROUND ACADEMIC Solicitor, Tax Consultant, Young Trained Farmer, Nuffield Scholar PRACTICAL

More information

Payment of wages. Your hourly wage rate depends on factors such as the industry or sector you are in, your occupation and contract of employment.

Payment of wages. Your hourly wage rate depends on factors such as the industry or sector you are in, your occupation and contract of employment. Payment of wages Pay & Wages Series What hourly rate should I be paid? Your hourly wage rate depends on factors such as the industry or sector you are in, your occupation and contract of employment. Pay

More information

Managing Sickness Absence Policy HR022

Managing Sickness Absence Policy HR022 Managing Sickness Absence Policy HR022 To be read in conjunction with section 14 of the NHS Terms and Conditions of Service Handbook Date Drafted: Oct 2008 Review Date: Oct 2010 Version: V1.0 Author of

More information

Examining the 10 most common employment law myths. Newsletter 4 February 4 th 2015. www.fb-education.co.uk 01332 227596

Examining the 10 most common employment law myths. Newsletter 4 February 4 th 2015. www.fb-education.co.uk 01332 227596 Examining the 10 most common employment law myths Newsletter 4 February 4 th 2015 www.fb-education.co.uk 01332 227596 10 most common employment law myths By Andrew Nicklin Employment Solicitor for Education

More information

Employment Law Update - Heptonstalls Solicitors October 2015 Issue 178. Shaun Pinchbeck LL.B shaun.pinchbeck@heptonstalls.co.uk Tel: 01405 765661

Employment Law Update - Heptonstalls Solicitors October 2015 Issue 178. Shaun Pinchbeck LL.B shaun.pinchbeck@heptonstalls.co.uk Tel: 01405 765661 Welcome to the latest edition of our Employment Law update. If you have any questions arising from these articles or any other queries, please do not hesitate to contact Shaun Pinchbeck, Head of Employment

More information

LOCAL DISCIPLINARY PROCEDURE

LOCAL DISCIPLINARY PROCEDURE LOCAL DISCIPLINARY PROCEDURE 1 2 LOCAL DISCIPLINARY PROCEDURE 1. Introduction... 4 2. Aims and objectives... 4 3. The procedure... 4 4. Officers responsible for taking disciplinary action are as follows...

More information

Wiltshire Council Human Resources. Improving Work Performance Policy and Procedure

Wiltshire Council Human Resources. Improving Work Performance Policy and Procedure Wiltshire Council Human Resources Improving Work Performance Policy and Procedure This policy can be made available in other languages and formats such as large print and audio on request. What is it?

More information

Know. Your. Rights. Understanding. grievances. www.worksmart.org.uk. and disciplinaries

Know. Your. Rights. Understanding. grievances. www.worksmart.org.uk. and disciplinaries Understanding Know Your Rights www.worksmart.org.uk grievances and disciplinaries Introduction Whatever job you do, you can run into problems at work. Sometimes these can be sorted out quickly by informal

More information

Guide to Employment Rights Infor. Guide to Employment Rights. National Employment Rights Authority (NERA

Guide to Employment Rights Infor. Guide to Employment Rights. National Employment Rights Authority (NERA Guide to Employment Rights Infor Guide to Employment Rights National Employment Rights Authority (NERA About NERA NERA s mission is to achieve a national culture of employment rights compliance. Information

More information

DRAFT Sickness Absence Management Policy and Procedure

DRAFT Sickness Absence Management Policy and Procedure DRAFT Sickness Absence Management Policy and Procedure 1. Scope The Council s Sickness Absence Management Policy and Procedure (SAMP) applies to all employees and forms part of the contract of employment.

More information

A summary of the law on: Unfair Dismissal and Redundancy

A summary of the law on: Unfair Dismissal and Redundancy A summary of the law on: Unfair Dismissal and Redundancy Employees are protected under the Employment Rights (Northern Ireland) Order 1996 from being unfairly dismissed or chosen unfairly for redundancy.

More information

GUIDE TO EMPLOYMENT LEGISLATION

GUIDE TO EMPLOYMENT LEGISLATION GUIDE TO EMPLOYMENT LEGISLATION This booklet has been prepared by the Employment and Equality Law Committee as a general reference guide for practitioners. It is a summary of relevant legislative provisions

More information

NHS North Somerset Clinical Commissioning Group

NHS North Somerset Clinical Commissioning Group NHS North Somerset Clinical Commissioning Group HR Policies Managing Sickness Absence Approved by: Quality and Assurance Group Ratification date: September 2013 Review date: September 2016 Elaine Edwards

More information

Welcome. Donna Gibb, HR Service Manager Elaine Masson, Senior Employment Trainer Empire 01224 701383 e.masson@empirehr.com

Welcome. Donna Gibb, HR Service Manager Elaine Masson, Senior Employment Trainer Empire 01224 701383 e.masson@empirehr.com 1 Welcome Donna Gibb, HR Service Manager Elaine Masson, Senior Employment Trainer Empire 01224 701383 e.masson@empirehr.com 2 Today s Session Employment Law Update - Where are we now and where are we going?

More information

Factsheet 15: Being a good employer

Factsheet 15: Being a good employer Factsheet 15: Being a good employer There are many things to consider to make your organisation an effective, flexible and efficient employer. These range from legal compliance (much of which is included

More information

HR ADVISORY BULLETIN 1. Discipline & Grievance

HR ADVISORY BULLETIN 1. Discipline & Grievance HR ADVISORY BULLETIN 1 Discipline & Grievance V1 January 2012 Protect DISCLAIMER The information contained within this pamphlet is for guidance only. The purpose of this pamphlet is to provide information

More information

ATTENDANCE MANAGEMENT POLICY

ATTENDANCE MANAGEMENT POLICY ATTENDANCE MANAGEMENT POLICY Recommending Committee: Approving Committee: Signature: Human Resources Directorate Human Resources Council Carole Whewell Designation: Vice Chair Date: September 2008 October

More information

Human Resources ATTENDANCE MANAGEMENT POLICY AND PROCEDURE. Agreed June 2013

Human Resources ATTENDANCE MANAGEMENT POLICY AND PROCEDURE. Agreed June 2013 Human Resources ATTENDANCE MANAGEMENT POLICY AND PROCEDURE Agreed June 2013 To be reviewed 2015 Contents Page 1. Scope and Policy 3 2. Accountability 3 3. Learner Involvement 3 4. Process 4.1 Rules for

More information

2. The background and details of the new arrangements are attached at Annex A.

2. The background and details of the new arrangements are attached at Annex A. NHS Circular: PCS(SP)2003/5 abcdefghijklm Health Department Human Resources Directorate Dear Colleague NEW ARRANGEMENTS FOR CLINICAL PSYCHOLOGY TRAINEES 1. Following discussions with at the HR Forum it

More information

10 THINGS TO HELP YOU WIN YOUR UNFAIR DISMISSAL CASE

10 THINGS TO HELP YOU WIN YOUR UNFAIR DISMISSAL CASE 10 THINGS TO HELP YOU WIN YOUR UNFAIR DISMISSAL CASE 1. 80% of Unfair Dismissal cases are won by employees, such as you, because the employer has not followed fair procedures. When you read Decisions of

More information

WORKPLACE COMPENSATION CLAIM SUCCESS

WORKPLACE COMPENSATION CLAIM SUCCESS WORKPLACE COMPENSATION CLAIM SUCCESS THE 6 MOST COMMON MISTAKES PEOPLE MAKE What you need to know to make sure you have a successful workers compensation claim At Garling & Co we have dealt with thousands

More information

SICKNESS ABSENCE MANAGEMENT PROCEDURE. With effect from xxxxxx

SICKNESS ABSENCE MANAGEMENT PROCEDURE. With effect from xxxxxx SICKNESS ABSENCE MANAGEMENT PROCEDURE With effect from xxxxxx Purpose The purpose of this policy is to provide guidelines on how to manage and support staff through absence due to ill health. When is this

More information

Health & Safety The Compensation Fund 2013

Health & Safety The Compensation Fund 2013 The Compensation Fund provides compensation for workers who get hurt at work, or sick from diseases contracted at work, or for death as a result of these injuries or diseases. The Compensation Fund is

More information

Settlement agreements: A JD Law guide

Settlement agreements: A JD Law guide Settlement agreements: A JD Law guide Employment relationships do not always work out. Disputes between employees and employers arise for a variety of reasons. Often these disputes are dealt with between

More information

AUTOMART LIMITED V. WAQA ROKOTUINASAU - ERCA NO. 9 OF 2012 JUDGMENT

AUTOMART LIMITED V. WAQA ROKOTUINASAU - ERCA NO. 9 OF 2012 JUDGMENT IN THE EMPLOYMENT RELATIONS COURT AT SUVA APPELLATE JURISDICTION CASE NUMBER: ERCA NO. 09 OF 2012 BETWEEN: AUTOMART LIMITED APPELLANT AND: WAQA ROKOTUINASAU RESPONDENT Appearances: Ms. Drova for the Appellant.

More information

Section 9: JIB Benefits. Section 9. JIB Benefits

Section 9: JIB Benefits. Section 9. JIB Benefits Section 9: JIB Benefits Section 9 JIB Benefits 241 JIB Handbook 2015 INDEX Page 1. JIB BENEFITS SCHEMES 243 1.1 General Rules 243 1.2 Private Medical Cover 244 1.3 Sick Pay 245 1.4 Death in Service Cover

More information

Attendance Management Guidance

Attendance Management Guidance Attendance Management Guidance As at 15 September 2009-1 - Contents Page 1. Policy statement 3 2. Purpose 3 3. Scope 4 4. Confidentiality 4 5. Preventing sickness absence 5 6. Roles 5 7. Occupational health

More information

Summary of the law on FAMILY FRIENDLY RIGHTS

Summary of the law on FAMILY FRIENDLY RIGHTS Summary of the law on FAMILY FRIENDLY RIGHTS Family friendly rights include, maternity, paternity and parental leave and rights for part-time workers. This booklet is solely concerned with the employment

More information

Accident Compensation Amendment Act March 2010

Accident Compensation Amendment Act March 2010 C Circulate to: A Assistance BIZassistInfoline: 1300 78 38 44 Or email: bizassistinfoline@aigroup.asn.au Accident Compensation Amendment Act March 2010 Background On 10 December 2007, the Victorian Government

More information

Minimum employment rights and obligations

Minimum employment rights and obligations Minimum employment rights and obligations This booklet provides an overview of the minimum rights and obligations that apply by law to employers and employees. Employees can t be asked to agree to less

More information

Absence Management Policy and Procedures

Absence Management Policy and Procedures Absence Management Policy and Procedures Part 1 General Policy 1. Introduction 1.1 ARK Academies is committed to creating a positive working environment. Employees who are absent from work due to sickness

More information

Disciplinary and grievance procedures Draft Acas Code of Practice

Disciplinary and grievance procedures Draft Acas Code of Practice Disciplinary and grievance procedures Draft Acas Code of Practice June 2004 This Code of Practice provides practical guidance to employers, workers and their representatives on: The statutory requirements

More information

MANAGING ATTENDANCE PROCEDURE (SICKNESS) (All Staff) September 2013

MANAGING ATTENDANCE PROCEDURE (SICKNESS) (All Staff) September 2013 MANAGING ATTENDANCE PROCEDURE (SICKNESS) (All Staff) September 2013 The Academy Board of Washwood Heath Academy adopted this procedure on 8 October 2013 and it will be reviewed on annually Washwood Heath

More information

DISCIPLINARY POLICY AND PROCEDURE

DISCIPLINARY POLICY AND PROCEDURE DISCIPLINARY POLICY AND PROCEDURE Content Policy statement 1. Principles 2. Standards 3. Disciplinary procedure 4. Investigation

More information

Improving Attendance Guidance

Improving Attendance Guidance Improving Attendance Guidance For School Based Staff Under the Purview of A Governing Body Revised September 2013 This Policy and Procedure have been approved in line with the Public Sector Equality Duty

More information

Greenhead College Corporation ABSENCE POLICY

Greenhead College Corporation ABSENCE POLICY Greenhead College Corporation ABSENCE POLICY - 1 - GREENHEAD COLLEGE SICKNESS ABSENCE AND ILL HEALTH POLICY Greenhead College values the contribution of its staff in the successful running of the college

More information

This policy outlines procedures for various types of leave and should be read in conjunction with your Employment Agreement.

This policy outlines procedures for various types of leave and should be read in conjunction with your Employment Agreement. LEAVE MANAGEMENT Section Human Resources Approval Date 22/03/2013 Approved by Senior Management Team Next Review March 2015 Responsibility Human Resources Team Leader Key Evaluation Question 6 ITPNZ Quality

More information

JIB NATIONAL WORKING RULES 19 AND 20

JIB NATIONAL WORKING RULES 19 AND 20 JIB NATIONAL WORKING RULES 19 AND 20 19. DISCIPLINARY AND DISMISSAL PROCEDURE 19.1 INTRODUCTION For the avoidance of doubt, the term operative includes apprentice for the purpose of this Rule The behaviours

More information

IBRC customers who have queries can contact the helpdesk at 1800 303632 between 9am to 5pm

IBRC customers who have queries can contact the helpdesk at 1800 303632 between 9am to 5pm Q&A IBRC liquidation 6 Feb 2013 Note: This Q& A document is provided solely for information purposes. It does not constitute (and shall not be construed as constituting) legal advice. It is also not a

More information

STAFF SICKNESS AND ABSENCE MANAGEMENT POLICY

STAFF SICKNESS AND ABSENCE MANAGEMENT POLICY STAFF SICKNESS AND ABSENCE MANAGEMENT POLICY AIMS To ensure that staff absence is managed in a way which safeguards the interests of the students and other staff whilst at the same time showing understanding

More information

DISCIPLINARY AND GRIEVANCE PROCEDURES CASH PAYMENT WRITTEN WARNING. We provide an overview of what employers should include in their procedures.

DISCIPLINARY AND GRIEVANCE PROCEDURES CASH PAYMENT WRITTEN WARNING. We provide an overview of what employers should include in their procedures. DISCIPLINARY AND GRIEVANCE PROCEDURES We provide an overview of what employers should include in their procedures. CASH PAYMENT Employers can dismiss an employee, even if they have not heard an outstanding

More information

Staff Disciplinary Procedure. 1. Principles

Staff Disciplinary Procedure. 1. Principles Staff Disciplinary Procedure 1. Principles This procedure is to help ensure consistent and fair treatment for all staff and to ensure compliance with natural justice. The supervisor/manager will make preliminary

More information

This procedure applies where formal disciplinary action is commenced on or after 11 December 2013

This procedure applies where formal disciplinary action is commenced on or after 11 December 2013 Appendix X Disciplinary Procedure This procedure applies where formal disciplinary action is commenced on or after 11 December 2013 1 Purpose 1.1 This procedure is designed to help and encourage all employees

More information

POLICY FOR MANAGING SICKNESS ABSENCE

POLICY FOR MANAGING SICKNESS ABSENCE Summary POLICY FOR MANAGING SICKNESS ABSENCE This policy sets out the standards for dealing with sickness absence in a fair, sensitive and supportive way, whilst at the same time recognising the needs

More information

Disciplinary Procedures for Support Staff (covering unsatisfactory performance and misconduct)

Disciplinary Procedures for Support Staff (covering unsatisfactory performance and misconduct) Disciplinary Procedures for Support Staff (covering unsatisfactory performance and misconduct) 1. Introduction It is important that all members of staff are aware of the standards required of them at work

More information

NEW Sage 50 HR. From less than 2 per month per employee*

NEW Sage 50 HR. From less than 2 per month per employee* NEW Sage 50 HR From less than 2 per month per employee* Did you know, all employees, regardless of the number of hours they work per week, are entitled to receive a written statement from their employer

More information

MAYFIELD SCHOOL. Author: Torbay Human Resources [April 2011] Renewed 9 th November 2015

MAYFIELD SCHOOL. Author: Torbay Human Resources [April 2011] Renewed 9 th November 2015 MAYFIELD SCHOOL Policy: TUPE Guidelines for Managers Author: Torbay Human Resources [April 2011] Governors Committee: Leadership Date adopted: 23 rd May 2011 Renewed 9 th November 2015 Next review: Autumn

More information

Attendance management Policy

Attendance management Policy Attendance management Policy Policy summary West Yorkshire Police supports police officers and police staff, absent from work due to sickness and will treat them with compassion and respect. This policy

More information

Managing sickness absence - policy and procedure

Managing sickness absence - policy and procedure Managing sickness absence - policy and procedure Absence Management, Issue 2, March 2008 Page 1 Contents 1. Introduction...3 2. Policy aim...3 3. General guidance...3 4. General responsibilities...4 4.1

More information

Latest Elham Breakfast Forum report 6.11.15: Is it fair? AMB notes

Latest Elham Breakfast Forum report 6.11.15: Is it fair? AMB notes Latest Elham Breakfast Forum report 6.11.15: Is it fair? AMB notes Employer has to show The reason for dismissal That is one of the fair grounds. (no pun intended) Employers will always try and ensure

More information

Your Quick Guide to Settlement Agreements

Your Quick Guide to Settlement Agreements EMPLOYMENT EMPLOYMENTSERVICES SERVICES Your Quick Guide to Settlement Agreements Stuart Snelson Partner & Head of Employment ssnelson@geoffreyleaver.com 01908 689318 Paula Stuart Partner pstuart@geoffreyleaver.com

More information

Livingston County Michigan Human Resources Policy Manual

Livingston County Michigan Human Resources Policy Manual Livingston County Michigan Human Resources Policy Manual Section: Subject: A. POLICY 1. PURPOSE: To establish uniform procedures for claims and payments. 2. POLICY STATEMENT: Livingston County will provide

More information

Online Accounting Software HR GUIDE

Online Accounting Software HR GUIDE Online Accounting Software HR GUIDE What is HR? Human resources or HR as it is more commonly known is a term that refers to the people who work for a company. In instances where a company is sufficiently

More information

Employment law solicitors

Employment law solicitors Employment law solicitors At Millbank solicitors we are dedicated to providing prompt and practical employment advice to both employers and employees. Our expert lawyers appreciate and understand the ever

More information

TOP 10 MYTHS OF EMPLOYMENT LAW

TOP 10 MYTHS OF EMPLOYMENT LAW w TOP 10 MYTHS OF EMPLOYMENT LAW As an Employment Lawyer I often come across employers who are ill informed about employment law. They frequently believe in a number of myths about the law which are either

More information

DISCIPLINARY POLICY AND PROCEDURES DISCIPLINARY POLICY AND PROCEDURE

DISCIPLINARY POLICY AND PROCEDURES DISCIPLINARY POLICY AND PROCEDURE DISCIPLINARY POLICY AND PROCEDURE Date: 5 May 2015 Approved: 3 June 2015 Review date: 22 April 2018 1 CONTENTS 1. INTRODUCTION 2. NOTES OF GUIDANCE Counselling General Principles Investigation Minor Matters

More information

VOIP 2000 - HR Direct Fife Council June 2011 Page 1 of 10 MC70

VOIP 2000 - HR Direct Fife Council June 2011 Page 1 of 10 MC70 Managing Workforce Change: Transfer of Undertakings (TUPE) P r o c e d u r e This procedure should be applied where there is a transfer of work from one employer to another. The procedure covers the following

More information

Attendance Management Procedure and Policy

Attendance Management Procedure and Policy ATTENDANCE MANAGEMENT PROCEDURE Attendance Management Procedure and Policy Attendance management procedure Date of Issue: 02 September 2015 To: All Headteachers, Chairs of Governors and Management Committees

More information

EMPLOYMENT COURT AWARDS FOR LOST WAGES OR OTHER REMUNERATION - EMPLOYERS LIABILITY TO MAKE TAX DEDUCTIONS

EMPLOYMENT COURT AWARDS FOR LOST WAGES OR OTHER REMUNERATION - EMPLOYERS LIABILITY TO MAKE TAX DEDUCTIONS EMPLOYMENT COURT AWARDS FOR LOST WAGES OR OTHER REMUNERATION - EMPLOYERS LIABILITY TO MAKE TAX DEDUCTIONS PUBLIC RULING BR Pub 01/06 Note (not part of ruling): This ruling replaces Public Rulings BR Pub

More information

SICKNESS ABSENCE MANAGEMENT POLICY & PROCEDURES

SICKNESS ABSENCE MANAGEMENT POLICY & PROCEDURES SICKNESS ABSENCE MANAGEMENT POLICY & PROCEDURES 1. INTRODUCTION 11. The Dublin Institute of Technology (hereinafter called the Institute ) recognises that regular attendance is an essential part of the

More information

Absence Management Policy and Procedures. Version 1 Ratified 12/10/11

Absence Management Policy and Procedures. Version 1 Ratified 12/10/11 Absence Management Policy and Procedures Version 1 Ratified 12/10/11 ABSENCE MANAGEMENT POLICY AND PROCEDURES PART 1: GENERAL POLICY 1. Introduction 1.1 E-ACT is committed to creating a positive working

More information

Contents. Union Representatives Workers Compensation Handbook

Contents. Union Representatives Workers Compensation Handbook Contents Introduction......................................................... 4 Union Representative s role........................................ 4 Workers Compensation a new approach................................

More information

Dealing with Employee Claims

Dealing with Employee Claims STATEMENT OF INSOLVENCY PRACTICE S15B Dealing with Employee Claims Contents Paragraphs Introduction 1 4 Statutory Entitlements 5 6 Redundancy Payments Acts 1967 to 2003 7 11 Protection of Employees (Employers

More information

THIRD PARTY ASSISTANCE CLAIMANT GUIDE. May 2010

THIRD PARTY ASSISTANCE CLAIMANT GUIDE. May 2010 THIRD PARTY ASSISTANCE CLAIMANT GUIDE May 2010 THIRD PARTY ASSISTANCE CLAIMANT GUIDE 2 Injured as the result of a recent accident? How the other side s insurer can assist you If you have been injured,

More information

Providing Employment References Policy and Procedure

Providing Employment References Policy and Procedure Providing Employment References Policy and Procedure Ratification Process Lead Author: Developed by: Approved by: Ratified on and by: Senior OD & HR Manager, C&P CCG Senior OD & HR Manager, C&P CCG Joint

More information

Welcome to NeTWork, your Employment Law Newsletter from Taylor Walton Solicitors

Welcome to NeTWork, your Employment Law Newsletter from Taylor Walton Solicitors Welcome to NeTWork, your Employment Law Newsletter from Taylor Walton Solicitors This month we discuss: ECJ gives Judgment in the Woolworths case; British Gas lodges further appeal in Lock case; EAT give

More information

Disciplinary Procedures

Disciplinary Procedures Manchester Young Lives Disciplinary Procedures Policy Reviewed Review Date September 2016 Page 1 of 5 C O N T E N T S 1 Purpose & Scope 2 Principles 3 Procedure 4 Acas Code of Practice 5 Gross Misconduct

More information

Termination of employment legislation digest

Termination of employment legislation digest Please note that this country profile might not reflect the current state of the law on termination of employment. For updated information, you are invited to consult the EPLex database. Termination of

More information

Canadian Employment Law Overview for U.S. Employers

Canadian Employment Law Overview for U.S. Employers Canadian Employment Law Overview for U.S. Employers 110 Yonge Street Suite 1100 Toronto Ontario M5C 1T4 Tel: 416-862-1616 Toll Free: 1-866-821-7306 www.stringerllp.com Stringer LLP, all rights reserved

More information

Legal advice and professional help

Legal advice and professional help - 1 - Legal advice and professional help This document provides information on ATL s legal services for members and their families. 1 Advice from the experts 1 ATL provides expert legal advice and representation

More information

386 Volunteers Employment Protection 1959, No. 42

386 Volunteers Employment Protection 1959, No. 42 386 Volunteers Employment Protection 1959, No. 42 Title 1. Short Title 2. Interpretation Leave of Absence For Period of Service or Training 3. Worker deemed to have leave of absence from employment 4.

More information

SEN15-P69b 24 June 2015. University Ordinances

SEN15-P69b 24 June 2015. University Ordinances SEN15-P69b 24 June 2015 University Ordinances Ordinance XXXV Staff Disciplinary Policy and Procedure (Version effective from 27 November 2014) This ordinance shall apply to all staff to whom paragraph

More information

Table 2. Average daily wages earned by an employee in the 12-month period preceding the day when a notice of termination of contract is given*

Table 2. Average daily wages earned by an employee in the 12-month period preceding the day when a notice of termination of contract is given* Chapter 8: Termination of Contract of Employment Termination of Employment Contract by Notice or Payment in Notice A contract of employment may be terminated by the employer or employee through giving

More information

Wexford Chamber of Commerce H R Forum. Stress at work. February 23 rd 2009

Wexford Chamber of Commerce H R Forum. Stress at work. February 23 rd 2009 Wexford Chamber of Commerce H R Forum Stress at work February 23 rd 2009 Stress at Work When is an employer liable? what is stress how will a claim be made consequences to you case law guidelines Understanding

More information

Fairness at Work (Grievance Policy & Procedure)

Fairness at Work (Grievance Policy & Procedure) Fairness at Work (Grievance Policy & Procedure) Publication Scheme Y/N Department of Origin Policy Holder Author Related Documents Can be Published on Force Website HR Operations Head of HR Operations

More information

Summary of the law on ACCIDENTS AT WORK

Summary of the law on ACCIDENTS AT WORK Summary of the law on ACCIDENTS AT WORK The law says that employers are responsible for the safety of their workers while they are at work. Workers have an obligation to look after themselves as well,

More information

Attendance Management

Attendance Management Attendance Management 1. Introduction - policy purpose, aims and application 2. Roles and Responsibilities and Procedures for Staff and Managers 3. Required Levels of Attendance and Hospital Appointments

More information

ACCIDENTS AT WORK. Summary of the law on

ACCIDENTS AT WORK. Summary of the law on Summary of the law on ACCIDENTS AT WORK The law says that employers are responsible for the safety of their workers at work. Workers have an obligation to look after themselves as well, but employers have

More information

Sickness Reporting and Sick Pay

Sickness Reporting and Sick Pay Sickness Reporting and Sick Pay January 2007 SICKNESS REPORTING AND SICK PAY Sickness Reporting Procedure Employees should be told by their line manager who their 'relevant manager' is for the purpose

More information

Schools Capability Policy, Procedure and Toolkit for Teaching Staff

Schools Capability Policy, Procedure and Toolkit for Teaching Staff Schools Capability Policy, Procedure and Toolkit for Teaching Staff 1 April 2013 Please think before printing this document. Where printing is necessary, please ensure that it is printed double sided and

More information

AND REDUNDANCY. Summary of the law on

AND REDUNDANCY. Summary of the law on Summary of the law on UNFAIR DISMISSAL AND REDUNDANCY Workers are protected under the Employment Rights Act 1996 from being sacked or chosen unfairly for redundancy. This booklet provides a basic outline

More information

SHORT LISTING ASSESSMENT. Name of Applicant SC1 SC2 SC3 SC4 SC5 SC6 Interview? Y/N

SHORT LISTING ASSESSMENT. Name of Applicant SC1 SC2 SC3 SC4 SC5 SC6 Interview? Y/N SHORT LISTING ASSESSMENT Job Title: Name of Applicant SC1 SC2 SC3 SC4 SC5 SC6 Interview? Y/N Comments NB - Comments should be made in the case of all candidates, especially those not shortlisted for interview.

More information

Employment Law Guide for Employees

Employment Law Guide for Employees Agency Workers The Agency Workers Regulations 2010 S12010/93 came into effect on 01 October 2010. The regulations introduce a number of rights for temporary agency workers in the UK relating to their basic

More information

Agency Workers Regulations 2010

Agency Workers Regulations 2010 Agency Workers Regulations 2010 Briefing for hirers - August 2011 CONTENTS 1. Background 2. What are the Agency Worker Regulations? 3. Who is an agency worker for the purposes of the Regulations? 4. What

More information

Schedule 11. The Transfer of Undertakings (Protection of Employment) Regulations 2006

Schedule 11. The Transfer of Undertakings (Protection of Employment) Regulations 2006 Schedule 11 The Transfer of Undertakings (Protection of Employment) Regulations 2006 1 Definitions 1.1 In this Schedule 11 the following definitions apply: Contractor Personnel means any employee, worker,

More information

The Transfer of Undertakings (Protection of Employment) Regulations 2006 ( TUPE )

The Transfer of Undertakings (Protection of Employment) Regulations 2006 ( TUPE ) The Transfer of Undertakings (Protection of Employment) Regulations 2006 ( TUPE ) what is TUPE? Prior to 1981 employees were afforded little protection when their employer changed as a result of the sale

More information

SICK LEAVE AND SICK PAY SCHEME APPLICABLE TO ALL STAFF (INCLUDING HOURLY PAID STAFF)

SICK LEAVE AND SICK PAY SCHEME APPLICABLE TO ALL STAFF (INCLUDING HOURLY PAID STAFF) SICK LEAVE AND SICK PAY SCHEME APPLICABLE TO ALL STAFF (INCLUDING HOURLY PAID STAFF) 1. Introduction 1.1 This scheme sets out the rights, entitlements and obligations upon all members of staff irrespective

More information

Business Administration SAMPLE. NCFE Level 2 Certificate in Business Administration Knowledge. Part A

Business Administration SAMPLE. NCFE Level 2 Certificate in Business Administration Knowledge. Part A NCFE Level 2 Certificate in Business Administration Knowledge Part A 1 These learning resources and assessment questions have been approved and endorsed by NCFE as meeting the requirements of the Level

More information

1.1. Matters must be dealt with fairly. This means:

1.1. Matters must be dealt with fairly. This means: Disciplinary Rules and Procedures The following is intended to provide a brief introduction to this subject. It explains some of the key basic ideas relating to disciplinary rules and procedures and should

More information

Case Studies - Employment Law

Case Studies - Employment Law Helping our customers do the right thing, in a really great way Experts We know our law and we know how it works in the real world. We have experience in our fields of expertise that goes far beyond theory

More information

ABSENCE FROM WORK ABSENCE FROM WORK

ABSENCE FROM WORK ABSENCE FROM WORK ABSENCE FROM WORK Revised 12/17/2015 Employee Handbook: Absence From Work 1 of 11 VACATION To define time-off from regular work hours. It is company policy to grant time off from work under specific rules

More information

MANAGING SICKNESS ABSENCE POLICY

MANAGING SICKNESS ABSENCE POLICY MANAGING SICKNESS ABSENCE POLICY Policy Devised: March 2013 Adopted on: 5 th December 2013 Review date: December 2014 1. BACKGROUND 1.1 From time to time employees may suffer ill health and it is essential

More information

terms of business new zealand

terms of business new zealand terms of business terms of business new zealand Welcome to Randstad Randstad is one of the world s leading recruitment and HR services companies. Our vision both locally and globally is to be the number

More information

Managing Employees Health in the Workplace Policy (Sickness Absence Management) Version 4.1

Managing Employees Health in the Workplace Policy (Sickness Absence Management) Version 4.1 Managing Employees Health in the Workplace Policy (Sickness Absence Management) Version 4.1 Previously known as Attendance Management Policy Lead executive Name / title of author: Janet Wilkinson, Director

More information

FORM 2 PERSONAL INJURIES PROCEEDINGS ACT 2002. NOTICE OF CLAIM (Health Care Claims)

FORM 2 PERSONAL INJURIES PROCEEDINGS ACT 2002. NOTICE OF CLAIM (Health Care Claims) FORM 2 PERSONAL INJURIES PROCEEDINGS ACT 2002 NOTICE OF CLAIM (Health Care Claims) INSTRUCTIONS FOR COMPLETING THIS FORM ARE ATTACHED AS THE LAST THREE PAGES OF THE FORM PLEASE READ INSTRUCTIONS CAREFULLY

More information