Holidays and discrimination?
Part time employees shouldn't be treated differently when it comes to holidays. They have the same entitlement as full time workers, albeit on a proportional basis.
Quite simply full time employees are entitled to 5.6 weeks / 28 days holiday,
and this is pro rata for part time employees. If the organisation gives more than
the statutory minimum, then the additional amount should pro rated for part time
employees.
Bank Allowance?
There is no statutory entitlement to having public holidays as leave.
If the organisation closes on the bank holiday, then this can be taken out of
the employee's allowance by the employer.
Indirect discrimination?
Employees have the right not to be discriminated against on grounds of sex, race, disability, sexual orientation, age, religion or belief or gender reassignment.
But employers also need to be aware, that if they award different levels of benefits to different groups of employees, they may create indirect discrimination. For example, giving more holidays based on hierarchy may favour men over women or awarding more holidays for length of service may indirectly discriminated against younger workers. A good policy and procedure would need to underpin decisions to award different levels of benefits, as employers may be called upon to prove there is a legitimate business reason for differences.
Monday 27 September 2010
Wednesday 15 September 2010
Autumn is upon us, and the times they are a-changing
Well, there is lots of change underway in the UK. Anyone who has read a newspaper or turned on a news channel can't have failed to notice the sweeping government spending cuts.
Our clients who provide public services or services to the public sector are tentatively waiting to hear how this will affect them. And no doubt, you are tentatively waiting to find out exactly what the impact on you will be.
In HR terms, this means planning what organisations will look like in the future, which roles are critical and how the organisation will survive through careful people management and business planning. Too many businesses are making financial decisions without fully considering the risks, resulting in a rise in tribunal claims.
You see, being in HR doesn't mean that when the proverbial hits the fan, you have time to get out of the way. Rather, you have to be there to explain why it's happening and then clean up the mess afterwards. Not that I'm moaning, I'm quite happy to do it. It pays my bills after all.
It's starting to happen already and I'm busy making sure that the fan is still working in the aftermath. Personnel Today are reporting that HR professionals still aren't being consulted early enough. Otherwise, we in HR are not so much saying, 'I told you so' but rather, 'I could have told you so, if only you'd asked.'
Our clients who provide public services or services to the public sector are tentatively waiting to hear how this will affect them. And no doubt, you are tentatively waiting to find out exactly what the impact on you will be.
In HR terms, this means planning what organisations will look like in the future, which roles are critical and how the organisation will survive through careful people management and business planning. Too many businesses are making financial decisions without fully considering the risks, resulting in a rise in tribunal claims.
You see, being in HR doesn't mean that when the proverbial hits the fan, you have time to get out of the way. Rather, you have to be there to explain why it's happening and then clean up the mess afterwards. Not that I'm moaning, I'm quite happy to do it. It pays my bills after all.
It's starting to happen already and I'm busy making sure that the fan is still working in the aftermath. Personnel Today are reporting that HR professionals still aren't being consulted early enough. Otherwise, we in HR are not so much saying, 'I told you so' but rather, 'I could have told you so, if only you'd asked.'
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