Employment Law, Rights & Responsibilities: Understanding the Latest Developments
| Employment Law, Rights & Responsibilities: Understanding the Latest Developments | |||
| 14 Sep 2010 | WS2713 | £259 | London Euston |
| 15 Sep 2010 | WS2715 | £245 | Birmingham City Centre |
| 16 Sep 2010 | WS2717 | £245 | Leeds City Centre |
| 10 Oct 2011 | WS3844 | £259 | London Euston |
| 11 Oct 2011 | WS3845 | £249 | Birmingham City Centre |
| 12 Oct 2011 | WS3846 | £249 | Leeds City Centre |
| 13 Oct 2011 | WS3847 | £259 | Manchester City Centre |
| Click on dates above for details & booking | |||
This workshop provides an intensive and essential update on the latest developments in Employment Law and ERR for Managers, HR Professionals, Teachers and Trainers
In this modern world where people are more aware of their rights than ever before, employers can no longer risk cutting corners, riding roughshod over procedural matters or claiming ignorance of the law. Consequently it is essential that all Managers HR Professionals and those involved in the teaching and training of ERR understand the latest legislation and its impact in the workplace.
The law’s changing all the time to match the ever changing world of work in terms of economic, demographic and cultural factors.
The world of work in 2010 looks very different from that of 10 years ago. In April 2009, new changes were introduced to statutory disciplinary and grievance procedures and for 2010 it’s age discrimination, belief issues, welfare benefit reforms, the new Equality Act and, of course, the Government that will feature on most employment agendas. We will also see:
- The “right to train” for everyone in employment
- The replacement of traditional 'sick notes' with new 'fit notes'
- The run-up to the implementation of the Temporary Agency Workers Directive
(guarantees temporary/agency workers the same basic employment/working as direct employees) - Important updates and changes to the Data Protection Act
- An important change to the Asylum and Immigration Act in relation to employment
There are now 14 rights and responsibilities shared between the employer and the employer! Many of them new! Equal Pay laws are about to get tougher with the prospect of rigorous audits for both the private and public sectors. Addressing the gap between “rich and poor” is also going to come into sharp focus over the next decade.
So do you know and understand:
- What the 14 employment rights and responsibilities are?
- What’s most likely to land an employee/er in court?
- Why Equal Pay and Equality is going to be such a big topic in the years ahead?
- What this new discrimination issue around “social class” is all about?
- What new external inspection and audit regimes employers are likely to be facing over the next decade?
This one day course looks at the changing workplace with a focus on the implications for your organisation with strategies for anticipating problems and addressing them in a way that is “reasonable”, “proportionate” and “practical”. In doing so it focuses on:
- The ever changing expectations around employer and employee rights and responsibilities
- Equal Pay, Equality and Equal Pay Audits
- The new socio economic duty in the Equality Act
- Respecting and Consulting Staff
- Disciplinary and Grievance Procedures
- Sickness Absence Management
- Discrimination Issues
- Data Protection
and in doing so the workshop aims to
- Unravel the jargon
- Look at the main employment statutes and regulations, the eight discrimination laws, the data protection act and those laws governing health and safety
- Make the links between employment rights and customer rights – and vice versa!
- Show you at least ten ways to avoid problems at work
- Bench mark best practice and spotlight the worse!
- Signpost good quality sources of help and advice
1 The Equality Act and ERR
The first session revisits and refreshes participants knowledge on employment law relating to mutual rights and responsibilities and brings every one up to speed on the latest 14 employment law changes and those that that are included within the Equality Act . Including
- The National Minimum Wage
- Working no longer than the maximum weekly working hours with breaks
- Equal Pay
- At least four weeks paid holiday
- 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 (after one year)
- 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
1.2 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
2 Equal Pay audits
Legislation requiring public sector bodies to complete equal pay audits is already in place and extension to the private sector is not far away. This session aims to:
- Explain the key principles behind Equal Pay and Equal Pay for Work of Equal Value legislation
- Outline what you would be expected to address in carrying out an Equal Pay Audit as well as signposting the next legislative steps
- Signpost resources and information sources for equal pay audit methodologies.
3 The Duty on the public sector to help reduce the Socio Economic Gap
The need for employers to develop strategies to help reduce the Socio Economic gap is likely to be a big challenge for all public sector employers but especially for those organisations involved with the public sector. There is no definitive legislation yet but discussions are under way. This session
- Sketches in what we know so far about the proposed new duty to eradicate the gap between “rich and poor” – or what the government are describing as measures aimed at “Reducing Socio-Economic Inequalities”
- Explain how you can contribute to the government’s consultative framework on “reducing socio economic equalities”.
4 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
- Laptops
- Memory sticks
- Networks
- Encryption solutions
- Responding to data requests
- Using data requests to gain information
The workshop uses a mixture of tutor input discussion exercises and templates. It aims to strike a good balance between, “rights” and “responsibilities” – for everyone and uses real case studies (past and present) to illustrate and identify critical work place issues
Related Employment Rights and Responsibilities Workshops
Certificates of Professional Development.
Formal Certificates of Development will be issued, by post, to participants who complete this workshop. These certificates will detail the key learning aims and the face-to-face learning hours undertaken, enabling participants to update their CPD records and logs accordingly. The workshop also allows time, during the day, for participants to reflect on and record their personal learning development and consider how best to apply the knowledge gained on return to work. This element of the programme is designed to maximise the benefits from attending and enable participants to make better review judgments when recording their CPD activities.