Employment Law, Rights & Responsibilities in 2013
Keeping up-to-date with the latest in Employment Law is never easy. The changes to Employment Legislation and Employment Rights & Responsibilities planned for 2013, continue to be both extensive and significant. Add to this the growth of the compensation culture and the tendency for employees to be more aware of their rights than ever before and it becomes obvious that all employers need to keep on top of the changes to avoid facing an employment (previously industrial) tribunal, or worse litigation. It is increasingly imperative for employers to keep their management team fully trained and conversant with the latest legislation. No company, business or organisation can afford to have members of staff cutting corners, riding roughshod over procedural matters or claiming ignorance of the law; it is essential that all Line Managers and HR teams really understand the implications of the latest legislation.
It is equally important that those involved with apprenticeship programmes or delivering training on employment law understand how the latest changes impact on Apprentices, employees and employers alike.
This fast-paced and intensive one-day workshop is essential for all those who have staff reporting to them or who advise and assist on staffing-related matters; it explores and highlights the key points from the following:
- Employment Act 2009
- Equality Act 2010
- Equal Pay Act 1970 and Equal Value Amendment 1984
- Protection from Harassment Act 1997
- Human Rights Act 2000
- Access to Medical Records Act 1988
- Data Protection Act 2000
- Asylum and Immigration Acts
- European Employment Directives
- Statutory Codes of Practicedealing with Employment Issues
- Links between Employment Law and the Health and Safety legislation
with a specific focus on key topics such as :-
- The contract of employment
- The staff handbook
- The difference between written and unwritten terms in employment contract
- The disciplinary and grievance procedures
- Sickness/absence management
- Information held about staff
- New rights and responsibilities
- New emerging issues such as new forms of discrimination, the impact of social media and recent case law authorities on a range of other issues
- Dispute resolution
- The latest Government proposals either out for consultation OR passing through Parliament
In doing so the workshop aims to
- unravel the jargon
- show you at least ten ways to avoid problems at work!
- provide some insights into how your own management style might need reviewing
- benchmark best practice and spotlight the worst!
- signpost good quality sources of help and advice
Who would benefit from attending this workshop?
This workshop provides an intensive and essential update on the latest developments in Employment Law and Employment Rights & Responsibilities for HR Professionals, Operational Managers and Union Representatives from all types of business as well as those involved with the explaining, teaching and training of employment rights and responsibilities to others.
'Informative, friendly, relaxed & professional.'
Deputy Director, Malvern Hills Conservators
'An excellent course with clear, well-explained content.'
Director of Adminstration, International College Sherborne
'Very informative, interactive and fun. Learnt loads and I felt that my input was valued.'
Senior Management, Care Training East Midlands
'Relaxed and comfortable approach. Very well delivered and informative.'
HR Manager, ARCH Initiatives
1 Breaking news from the Government and Case Law
The workshop as a whole brings participants up-to-speed on the latest & prevailing news from the Government and Case Law Authorities. For example:
- Where does employment law now stand on references?
- What happens when a ‘discrimination’ in one employment law clashes with another?
- Why are FACEBOOK and social media generating new workresponsibilities for staff that use the facility at home?
- When might an employment case - successfully brought byone individual - bring about further recommendations/directions foryour whole workforce from an employment judge?
2 Disciplinary and Grievance Policies/Procedures
Session 2 explores the critical components of any high quality disciplinary and grievance process:
- Modern definitionsfor disciplinary and grievance
- The 10 recurring disciplinary and grievance issues in the education and training sector
- Key learning points from these sector-wide experiences
- Misuse of the disciplinary process and malicious use of the grievance process
- Appropriate sanctions and remedies
- The three golden rules that must be followed in any sector processing disciplinary and grievance issues-the importance of following"due process"
- Case law authorities
- The new ACAS Code of Practice
- The forthcoming mediation requirements
- The future of the compromise agreement
- Links to unfair dismissal, unlawful dismissal and constructive dismissal
- Exit interviews
- The shape of things to come
3 The Staff Handbook
The staff handbook is an integral part of an employee's terms and conditions of employment. It provides the basis for in-house protocols/procedures and attempts to legislate for most of the situations and issues encountered in the modern workplace. Making the handbook flexible and a living part of the everyday world of work is important. This session looks at:
- the link between the "employment contract" and the handbook
- the flexibility clauses in the handbook
- Do's and Don'ts with the handbook-avoid the ‘elephant traps’
- best practice content - A to Z - Absence management to Exit interviews
- the links to other in-house corporate publications, such as customer care manuals
- best practiceat induction with the handbook
- proven techniques to keep the handbook fresh and alive
- critical steps to securing "buy in" from recipients of the handbook
- emerging issues - new content for a new world
4 The Equality Act 2010 and ERR
The fourth session revisits and refreshes participants' knowledge on employment law relating to mutual rights and responsibilities and brings every one up-to-speed on the 14 employment law changes and those that that are included within the Equality Act and the further amendments that are being considered for 2013. Includes:
- The National Minimum Wage
- The maximum weekly working hours with breaks
- Equal Pay
- Paid holiday entitlement minimums and changes
- Protection from discrimination
- A safe working environment
- Notice that employment is ending
- Written Statement of Particulars of Employment
- Statutory sick pay
- Statutory maternity, paternity and adoption pay
- Maternity, paternity and adoption leave
- Parental leave and time off for family emergencies
- Request flexible working arrangements
- Protection from unfair dismissal
- New rights and responsibilities around disciplinary and grievance
- Proposed changes of status and protection for agency workers
- Verification for employment, Asylum/Immigration and the Points system
- Redundancy pay
- Right to stand for elected public office and be allocated time off for these duties if elected
4.2 Monitoring, Compliance and Enforcement
- Contract Compliance – Employment Policies
- Discretion in using a form of positive discrimination at recruitment/selection stage
- Increased scrutiny on equality policies and equal pay regimes
5 Data Protection and Freedom of Information
The final session examines the latest requirements for Data Protection and the 8 key principles that underpin the legislation, then focuses on the practical issues that participants are most likely to have to deal with, notably:
- Sensitive Documents
- Practical Data Security
- Memory sticks
- Encryption solutions
- Responding to data requests
- Using data requests to gain information
There are no open events scheduled for this topic.
Many of our events are run as open events at various locations around the UK.
See the Events Diary for scheduled events. All topics can be run as
internal events on your premises.
In-house Event for Your Organisation
We can run this topic as an in-house event for your organisation on your premises. This can
provide a high quality and cost effective staff development route.
This workshop is Price Band B
This training course is delivered in a workshop style. It is highly participative with a blend of presentation, group exercises and debate. A comprehensive delegate pack is included. .
To ensure effective levels of delegate participation, involvement and interaction, delegate numbers are restricted. This workshop is suitable for groups of 2 to 20 delegates.
Formal CPD certificates are provided after the event in a form which is acceptable as CPD evidence to many professional bodies and institutions.
The facilitator for this workshop is a highly experienced trainer with in-depth subject knowledge.