With the Rugby Union game with England approaching fast, are you keeping your HR and Legal matters ahead of the game?” Good luck to the England’s team physiotherapist, Dave O’Sullivan at Pro-Sport Physiotherapy from all the team at Elcons, come on England!
There is now a right for all workers to be provided with an itemised pay statement and the ability to enforce this right at an employment tribunal containing the number of hours paid for, where a worker is paid hourly.
Grandparental leave. Despite government announcements of plans to extend shared parental leave and pay to working grandparents by 2018, further development is still awaited.
Abolition of the “Swedish derogation”. The draft Agency Workers (Amendment) Regulations 2019, which are due to come into force on 6 April 2020, will remove the Swedish derogation from the Agency Workers Regulations 2010 to give agency workers a right to pay parity with direct employees after 12 weeks. These measures were introduced by the Good Work Plan
The Parental Bereavement (Leave and Pay) Act 2018 is expected to come into effect in April 2020. Under the new legislation, which received Royal Assent on 13 September 2018, all employed parents will be entitled to a day-one right to two weeks’ leave if they lose a child under the age of 18 or suffer a stillbirth from 24 weeks of pregnancy.
Later this month the employment tribunal is due to make a long-awaited preliminary hearing decision in Casamitjana v League Against Cruel Sports on whether ethical veganism is a protected belief under the Equality Act 2010 (EqA 2010).
Failure to give statement of particulars of employment
Under section 1 of the Employment Rights Act 1996 (ERA 1996), employers must provide employees whose employment is to continue for more than one month with a written statement of certain terms of their employment (contract). At present this must be given within 8 weeks of start however may change to ‘immediately’. Failure to do so may lead to a claim of 2-4 weeks pay!
During the Queen’s Speech on Monday 14thOctober 2019 the government announced plans to introduce a new law which will force employers to pass on all gratuities in full and to share fairly any pooled tips. Employment (Allocation of Tips) Bill, it also introduces a Code of Practice for restaurants, bars and cafes to make their systems transparent. The Bill will enforce the requirement for employers to pass all tips to their employees.
Dr David Mackereth, a contract worker at the DWP’s assessment centre refused to refer to transgender claimants by their preferred name, gender pronoun and title. He made comment “if you have a man six feet tall with a beard, who says he wants to be addressed as ‘she’ and ‘Mrs’; would you do that?”
Dr Mackereth claimed that doing what he was requested to do was at odds with his Christian faith and he would not be able to do so in good conscience.
The ET found his objection was “incompatible with human dignity” and any refusal to refer to a transgender person by their relevant pronouns would constitute unlawful discrimination or harassment under the Equality Act.
“What this case concerned is whether he was entitled to manifest those beliefs in the circumstances that applied here. He accepted that his beliefs meant that insofar as a service user was a transgender individual within the meaning of the Equality Act, that whilst he did not wish them to, his actions would cause offence and potentially breach the Equality Act.
“We find that if the service user also held a full gender recognition certificate Dr Mackereth’s position was that he would also potentially breach the Gender Recognition Act for the reasons we give above.”
Dr Mackereth intends to appeal the decision.
We are hiring!
Have you got excellent communication skills and a proven track record in telesales, and are you motivated by money? If so, Elcons are keen to speak with you.
We are currently recruiting for the position of a tele appointer to complement our existing team. This role is permanent part time Monday to Thursday 8.30am until 5.00pm as is based in our head office in Ripponden. Free parking available.
Salary is basic £20,000 per annum pro rata with uncapped commission.
Full benefits can be discussed on application.
For a copy of the job description and application form or even a chat, please contact Johanna McMillan Peel (HR and Operations Director) on 01422 822842 or firstname.lastname@example.org
Strictly no agencies. Please note, we are an Equal Opportunities employer.
Closing date for all applications is 18th October 2019.