Latest News
Developing talent for the future (11/11)
From the mid nineties until 2008 the UK economy saw year on year growth and from the late 1990’s onwards it became the norm for young people completing their secondary education to go on to University as the number of places and variety of Degree courses expanded dramatically. Many people took a Gap Year before commencing their university studies and found it easy to find long term temporary employment to help them fund their further education or travel abroad.
This trend continued has continued although it has become increasingly difficult since 2008 for young people to find continuous or guaranteed employment in their Gap Year. This was a benefit to the individual but also to significant benefit to employers who when considering applications were not soley making selections based on academic abilities but could also consider the level of work based skill applicants had. The economic climate since 2008 and seen a steady decline in the need for just this type of temporary staff in the local area and several of the larger organisations renowned for providing employment to undergraduates throughout Gap Years and vacations have relocated out of the area or simply do not have the level of requirements currently.The value to young people of gaining employment during Gap Years and by working through vacations cannot be underestimated to future employers. Offering individuals a formal work experience programme “internship” is the way forward but many small businesses are worried about having the time to implement this and also the potential cost implications.Speaking with many graduates who register with Highpoint they are often willing to undertake unpaid work experience for 2-3 weeks if it is based locally and would generally be willing to travel further afield if basic travel costs are covered. Whilst NMW Regulations have to be considered, genuine work experience placements are not covered by the regulations. Highpoint would be interested to hear from any businesses willing to consider offering work experience placements of 2 weeks plus to individuals actively seeking employment who are keen to secure commercial experience to aid them in their search. If you would like to learn more out Work Experience Programmes, please contact Managing Director, Rebekah Handford FIRP.
Government unveils plans to reduce employment tribunals (11/11)
The Government has put forward proposals to improve the way workplace disputes are handled and to reduce the number of cases going to employment tribunals.
It says it wants to give businesses the confident to take on more staff and boost the economy. The key proposals include increasing the qualifying period for employees to be able to bring a claim for unfair dismissal from one to two years. It’s hoped this will reduce the number of disputes that go to employment tribunals.
Employers and employees will be encouraged to resolve disputes between themselves as early as possible. All claims will have to be lodged with ACAS to begin with to allow pre-claim conciliation to be offered.
The conciliation process will include encouraging parties to make reasonable offers of settlement to avoid tribunal hearings, and encouraging other forms of early dispute resolution such as mediation.
The Government also wants to speed up the tribunal process by extending the jurisdictions where judges would sit alone to include unfair dismissal, and by taking witness statements as read.
It is hoped to reduce weak and vexatious claims by providing the employment tribunals with a range of more flexible case management powers so that weaker cases can be dealt with in a way that does not mean disproportionate costs for employers. Speculative claims will also be discouraged by increasing the requirement for information about the nature of the claim being made and the extent of the loss. It’s intended to help parties to decide whether to agree a settlement offer or proceed to a tribunal hearing.
Some expense payments will be withdrawn to encourage parties to settle earlier or reduce the number of witnesses they call. Employers will also be required to play their part and there will be financial penalties for firms found to have breached rights.
This is aimed at encouraging greater compliance from employers and thus a reduction in the number of tribunal cases. The proposals are now subject to public consultations. Please contact Dermot Burke Employment Law Expert at Bells Solicitors for more information 01730 733733.
Business Back to School (10/11)
For the fifth year running Farnham Heath End School requested the support of local business people to support their programme to aid year 10 students in their preparation for future employment.
Senior Consultant, Sarah-Jane Pullman Cert RP MIRP joined 30 other professionals on the 18th October for a morning of 1-1 interviews with students. Sarah-Jane was able to give valuable advice to each of the candidates who had been tasked with applying for a job in a career they wished to pursue. Each student had to choose an advertisement, prepare a covering letter, a CV and a page of research on the particular post.
After undergoing a mock interview, Sarah-Jane gave each of the 4 students constructive feedback on their CV and covering letter, as well as the research and performance in the interview.
“The benefits to the students of having the opportunity to be interviewed by business people are significant. It provides them with an understanding of the application procedure and increases their self confidence” says Sarah-Jane.
Burke Employment Law Expert at Bells Solicitors for more information 01730 733733.
New AWR Legislation (06/11)
The Agency Workers Directive is a piece of EU legislation that will be implemented in the UK by October 2011. The aim of the AWR is to protect vulnerable workers from exploitation and ensure them the same basic employment conditions as their permanent equivalents after 12 weeks of service - mainly the right to the same pay, working hours and holidays
The 12 Week “qualifying period”
- An agency worker is not entitled to equal treatment until he or she has completed the 12 week qualifying period
- An agency worker must work in the same role with the same hirer for 12 calendar weeks- (these do not have to be full weeks and 1 day per week will count)
- If there is a break of 6 weeks or more, the clock starts again.
- Sick leave does not “break” the clock unless it is for 28 weeks or more
When referring to conditions, the AWR is referring to:
• Pay
• Holidays
• Hours of work
• Night work
• Rest periods and breaks
• The right to hear about vacant posts within the business
• The right to use collective facilities such as the a canteen, childcare facilities or transport services
What's excluded from the AWR?
The main employment conditions that are excluded from the AWR legislation are:
• Occupational sick pay
• Pensions
• Parental leave
• Redundancy payments
• Share schemes
• Long service award schemes
For more information on the AWR please call us on 01252 734848
Highpoint And Clients Support Phyliis Tuckwell at The Black &White Ball (11/10)
Highpoint took a table at The Black & White Ball in aid of Phyllis Tuckwell Hospice and entertained clients who they have worked closely with over the last years 8 years. It was a great opportunity to help raise money for Phyllis Tuckwell Hospice, Highpoint’s nominated charity, and thank our clients for their continued loyalty. The evening was a great success and was attended by over 100 people who enjoyed excellent food and music and gave generously during an auction of promises.
Highpoint employee runs the half marathon (09/10)
Sarah-Jane Pullman took part in the Windsor Half Marathon on September 26th along with 14 others to raise as much money as possible for St Georges Hospital in memory of Tom Wallace. Tom sadly passed away on 2nd April this year at the age of 24.
The family and friends of Tom have opened a website with the aim of raising £250,000 to buy a Trans-Cranial Doppler Scanner (Brain Scanner)and other vital life saving equipment for the Neuro Intensive Care Unit at St Georges, Atkinson Morley Hospital in Tooting London.This is in memory of Tom who was cared for in this unit by the wonderful dedicated staff.
So far the charity has raised over £60,000 and they are already organising and planning the next charity event!
Please visit www.justgiving.com/tom-wallace
NMW Increase from 1 October 2010 (07/10)
The National Minimum Wage is due to increase from 1 October 2010 as follows:
- For workers aged 21 and over: the rate will increase to £5.93 from £5.80;
- For workers aged 18-20: the rate will increase to £4.92 from £4.83;
- For workers aged 16 and 17: the rate will increase to £3.64 from £3.57.
There will also be the introduction of a National Minimum Wage for apprentices of £2.50. This will be applicable to apprentices under the age of 19, or apprentices aged 19 and over who are in the first year of their apprenticeship.
The accommodation off-set amount will increase to £4.61 per day.
Highpoint Support PhyllisTuckwell Hospice (04/10)
12 months after announcing that they would be supporting Phyllis Tuckwell and making an annual donation Sarah-Jane Pullman and Rebekah Handford met with Andrew Cox, Corporate Fundraising Manager and Sarah Brocklebank, CEO at the hospice to present a cheque for £1,200. After presenting the cheque Rebekah and Sarah-Jane were treated to coffee in the newly opened coffee shop which offers a restful atmosphere for patients and relatives. During the previous 12 months Highpoint also sponsored and took part in “Steps Under the Stars”.
Professional Standards Committee Appoint Rebekah (05/09)
Managing Director, Rebekah Handford MREC, has been appointed to the Recruitment and Employment Confederations’ Professional Standards Committee.
The role of the Professional Standards Committee is to review and make recommendations for action with regard to complaints made against corporate and individual members which the Professional Standards Team escalate to the Committee.
The REC is the representative body for the UK’s private recruitment and staffing industry with a membership of more than 8,000 corporate members comprising agencies and businesses from all sectors and 6,000 indvidual members made up of recruitment consultants and other industry professionals. All members must abide by a Code of Professional Practice.
Tribunal Awards Maximum 50% Uplift On Damages - Bells Solicitors (03/09)
On the 10th February 2009, Employment Law Partner, Dermot Burke, attended the Central London Employment Tribunal and was successful in obtaining a damages award for their client, Mr Smith (real name with-held) again his former employer, Konica-Minolta Business Solutions (UK) Limited. However, the important aspect of the case is that Employment Judge, Miss A M Lewzey, accepted Dermot's arguments under section 31 of the Emploument Act 2002 that the sdamages award should be increased by the maximum 50% in view of Konica-Minolta's failure to apply property disciplinary procedure when deciding to dismiss. Dermot comments:
"This was a particularly unfair dismissal, amounting to breach of contract. Mr Smith suffered a bereavement and was signed off work by his docutor with stress. Initially his manager (who worked ina different office) was sympathetic and told him to take as much off as he wanted. However, after only two weeks he began to apply pressure on Mr Smith to return to work. Mr Smith dis so, but his return to work conincided with his manager's summer holiday. When his manger returned from holiday he formed the view, quite wrongly, that Mr Smith was still absent from work. Without investigating the posuition he sent Mr Smith a letter dismissing him without notice for gross misconduct, alleging unauthorised absence. Mr Smith appealed the decision but was refused a hearing - he simply received another letter from a more senior manager, confirming the decision to dismiss. Although the company has a documented disciplinary procedure, it was not implemented.
"It is very difficult to get an uplift on damages of more than 20%. A Tribunal must award 10% extra if it finds that the standard statutory dismissal procedure has not been implemented but thereafter it is a matter of discretion. The Employment Tribunals have been very reluctant to apply section 31 to its limit, which his a 50% uplift, but on this particular occasion the conduct of the employer was poor and I thought the judge might be willing to go out on a limb, and so it proved"
The standard dismissal and disciplinary procedure (SDDP) has been something of a disaster since it was introduced by the government in October 2004. It is going to be repealed in April 2009, to be replaced by th a voluntary code drafted by ACAS. In effect, the clock is being turned back to pre -2004 regime although there will still be a procedure for applying uplift in the absence of a fair procedure not being followed. However, the maximum uplift will be 25%.
Introduction of Identity Cards (11/08)
On the 25th November 2008 the UK Border agency began the process of introducing compulsory identity cards for foreign nationals.
The first stage of the roll-out will focus on foreign nationals from outside the EU and Switzerland who are coming to the UK for 6 months or more and those applying for extension of their permission to stay in the UK.
What Does The Card Look Like?
The card is the size of a credit card and slightly thicker than a driving licence. It shows the holders date of birth, nationality, immigration status and a black and white photograph. The chip will utilise biometric technology (fingerprinting and facial imagery).
Checking The Authenticity Of An Identity Card
Compare the name, date of birth, age etc of the holder match those on other information provided by the holder. Check the card number on the top right hand corner of the front of the card. It should comprise 2 letters followed by 7 numbers. Check for signs of tampering. The photograph should not be in colour.
If you have any concerns contact the UK Border Agency verification line 0300 1234699
Agency Workers Summit (11/08)
Managing Director, Rebekah Handford MREC, joined over 400 recruitment professionals and representatives from client companies on the 27th November to debate the introduction of the Agency Workers Directive. The REC is working closely with the CBI and TUC and are presenting the findings of the Agency Workers Commission to the Employment Minister this week (WC 9th February 2009). If you would like more information on the Agency Workers Directive and how it might affect your business, please contact Rebekah Handford MREC.
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