HMRC has clamped down on businesses who pay the correct hourly rate but who adopt working practices which mean that overall the employee does not receive the correct pay rate. Find out whether you’re following the minimum wage rules.
In Smith v Trafford Housing Trust, Smith posted to Facebook that he was against gay marriage. The Trafford Housing Trust believed that this could bring them into disrepute and disciplined him for the comments. The High Court disagreed and found there to have been no breach of contract. So what can we learn from this?
This week we thought it would be worth sharing a cautionary tale with you regarding the impact a lack of an employment contract can have.
As a business owner, your contacts database is likely to be something that you guard closely. Ownership of those contacts whose details are in some form of CRM is easy to determine.
But what about those contacts who are gathered through employee networking and stored on privately owned social media accounts? They are still very valuable to the business but how do you prevent them disappearing out of the door at the same time as the employee leaves?
For years we’ve heard about the benefits of flexible working and home working, and many predicted that this would be the way of the future. A survey in 2011 found that 59% of employers offered employees the option to remote work, up from just 13% in 2006 but is this trend about to reverse?
As you’ll no doubt be aware, HMV went into administration recently and many staff were put at risk of redundancy. One particularly disgruntled employee took over the HMV corporate Twitter account and posted live updates as the news was announced to the staff. Not exactly the publicity that HMV needed!
It’s that time of year again when the weather is unpredictable and, when you pull back your curtains to see snow, you know you’re going to receive a flurry of text messages and calls from your staff telling you that they can’t get to work because they are snowed in. What are your options?
In recent months, we have spoken with clients who have found themselves being accused of discrimination because they have treated individuals differently when it comes to areas, such as making up time for medical appointments or the approach they have taken to sick pay. So, is it really possible to have policies which offer flexibility but prevent these types of claims of unfair treatment in the work place?