| | Date Posted: 08/12/2006 | Communication and Consultation
We could not work together without communicating. The exchange of information and instructions enable us to do our jobs efficiently. Most of us go a step further than this and discuss issues of mutual concern through consultation.
We can tell you what kind of information you need to communicate and the best ways of communicating. We can also set out the legal aspects of consultation and how to set up systems for effective consultation.
Proposed Redundancies
What information must an employer disclose about proposed redundancies?
To ensure employee representatives can play a useful part in the consultation process over proposed redundancies the employer must disclose certain information in writing including:
1. reasons for the proposed redundancies
2. numbers and descriptions of employees affected
3. proposed method of selecting the employees who may be dismissed
4. proposed method of carrying out the dismissals, taking account of any agreed procedure, including the period over which the dismissals are to take effect
5. how redundancy payments, other than the legal minimum, will be calculated.
Consultation is now compulsory!!!
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| | Date Posted: 08/12/2006 | Disability Discrimination Act
The development of legislation to improve the rights of disabled people is an ongoing process. From 1 October 2004, Part 3 of the DDA 1995 has required businesses and other organisations to take reasonable steps to tackle physical features that act as a barrier to disabled people who want to access their services.
This may mean to remove, alter or provide a reasonable means of avoiding physical features of a building which make access impossible or unreasonably difficult for disabled people. Examples include:
* putting in a ramp to replace steps
*providing larger, well defined signs for people with a visual impairment
*improving access to toilet or washing facilities
Businesses and organisations are called 'service providers' and include shops, restaurants, leisure centres and places of worship.
By December 2006 further additions to the Act will come into force and the onus will be on "employers' duty" to practice the law, not just have a policy.
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| | Date Posted: 08/12/2006 | Age Discrimination
Do you realise that by 2026 in the UK, half of all 16 and overs will be aged 50 years or more? ARE YOU READY for this?
The full Age Discrimination Act came into force in October 2006 and businesses must now have a plan on how they are going to manage this. A retirement age of 65 will be a bench mark but all 65 year olds must be given the opportunity to apply to work longer if they wish.
The legislation does not only apply to 65 years old staff, but to younger staff members also.
Are your recruitment and selection/training policies and practices up to date? Have your staff been trained in what this means? You must have put your policies and procedures into place to ensure you remain within the law, It is not be an excuse for an organisation whose employee discriminates against an older worker to say that they were unaware, the organisation will still be responsible.
What does age discrimination cover?
From 1 October 2006 the Employment Equality (Age) Regulations have made it unlawful to discriminate against employees, job seekers and trainees because of their age. The protection covers direct and indirect discrimination, harassment and victimisation.
The regulations also:
remove upper age limits on unfair dismissal and redundancy
introduce a national default retirement age of 65, making compulsory retirement below 65 unlawful unless objectively justified
give all employees the right to request to work beyond 65 or any other retirement age set by the company.
If you need help reviewing your policies please contact us. We are sure you will have made some changes to meet this significant change in the law so even if you just need to talk it over with us, we will be happy to help.
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