After a long wait the revised TUPE ( the regulations that are applicable when moving employees from one company to another when a business transfers) regulations come into force on 31 January 2014.
The TUPE Regulations are applicable, in essence, when a business transfers from one employer to another. It was designed to ensure that employees who are delivering the business transfer to the new employer and that their terms and conditions are protected. The regulations provide protection to ensure that the new employer has to honour, to a certain degree, their terms and conditions of employment and that they are properly consulted about the changes that may affect them.
Like all employment laws TUPE is complex (and gray at times!) and you should seek advice before you transfer any work into or out of your business.
Fortunately the changes, after much badgering with the government, are minor. However, there are some changes outlined below.
The regulations are complex and if you need any advice on transferring work into or out of your company please get in touch.
Our clients often ask us to help them with recruiting the right staff first time.
We are able to offer our clients different methods of recruitment be that on an introduction fee arrangement or more typically on an adhoc basis charging a set fee for managing a campaign.
Get in touch if you would like our support.
We are pleased to be offering our clients direct recruitment agency support with a difference. Try out our interim service where you receive additional support when engaging an interim to ensure that you benefit from our interim and being a customer of HR Inc.
We will provide additional support, free of charge, to make sure that you have the full benefit of our experience when engaging an interim.
We are loving the new series. A true master class in how to and how not to recruitment talent.
The insights into poor team work are also evident.
I find it hard to see how the HR function will change to purely a strategic business partner on the board.
However, I completely understand the need for outsourcing HR as the function has in fact gone through a deskilling over the last decade and even though HR professionals are often called HR Business Partners they often know little about the business and rely on other people to deliver the HR. This will mean that HR Business Partners will be challenged to prove their worth to the business from an HR perspective first and then, only if they have business experience, can they add value to any business decisions.
A lot of HR Business Partners have no operational experience which is a significant gap in their skill set. This is a particular challenge that HR professionals will experience and it will stop their progression.
Organisations are always going to need an HR function and I predict that a lot more face to face HR interventions on performance, training and organisation structuring will be required to bring the true value of a business approach to HR.
To see the article please click here
Get baking for your team. Carrot cake for everyone with a cup of tea - perfect.
Check out our rant on culture with reference to the recent news about the BBC culture of bullying etc.
There was an interview on Radio 4 yesterday about using zero hours contracts which was rather strange but is part of the argument that Labour have raised about their use.
We have used zero hours contracts very successfully for flexible workforce. Clearly the interviewees were in a strange position and potentially full time employees as they had been working full time for 5 years in a college but under zero hours contracts.
The actual contractual position allows for complete flexibility on both sides but when a zero hours employee is employed they have full employment rights. This arrangement provides maximum flexibility and as ever Labour are coming up with a suggestion that is anti business and employee.
I have used zero hours contracts in further eduction facilities for pool staff but obviously not for full time staff. This is surely a better way than relying on agency staff and attracting the additional cost that agencies charge organisations.
Come on Ed Milliband..... think of something useful please. less…
We are recruiting for our Client Plug and Play Southampton so if you would like to join their team please let us know by clicking here.
Clearly Social Media is an essential part of life these days and companies are struggling to see the benefit of Social Media in the workplace.
We are very pleased to be able to address this area of need by providing a focused Social Media training event detailing it's use in TUPE and Employee Engagement with our Marketing Team.
If you are interested in joining the training event please complete our online registration by clicking here.
Parliament has now approved a change to the redundancy consultation (Collective Consultation Obligations) from 6th April 2013.
The 90 day consultation period is being halved to 45 days where an employer is proposing to dismiss 100 or more employees at one establishment within a period of 90 days or less.
The 45 days period applies to redundancy proposals on or after 6th April 2013. Therefore, if an employer starts the redundancy process before 6th April 2013 the 90 day period would be used. The HR1 Form wil continue for such redundancies.
We have had a good first day of advertising HERO at the Business South Event today and we are hoping for an even better event tomorrow.
Check out our little presentation below:
Wow if you were ever in a position to take unpaid parental leave then it has gone up today!
In response to the EU directive the right to unpaid parental leave has increased from 13 to 18 weeks today.
This is an interesting piece of legislation and part of the extending responsibilities of parents.
Join us at the Business South event on 20th and 21st March 2013.
Come and have a chat and we can show you the first view of our new software called HERO. As every HR Inc is people focused by ensuring that we are supporting managers by providing them tools to make managing their people easier.
Leave your contact details with us so that you can be invited to a demo of HERO over the coming months. Join the revolution and get support for you or your managers. Alternatively click here to leave your details.
It is a bit of a breath of fresh air reading this resignation letter. Click here to read it through.
We at HR Inc love it's simplicity and chatty style. For once someone has admitted that they failed and have moved on. That is progress for CEO's. However, I wonder what package was offered to soften the blow!
The evil of Bankers!!!! Oh no... there is one walking down the street!!!
We would love to move away from this rolling debate. Statistics, Statistics, Damn Lies and Statistics. The main problem with bonuses are how they are set not how they are paid. It is not for a government to set a people motivational tool for a sector. After all, what do the government know about motivating or managing people’s performance?
Set the right objectives in a way that encourages the right behaviours and in the meantime make sure you keep your top talent. A very tricky business without the EU getting inolved in EU banks.
For a long time the private sectors have worried about the inherited costs and risks associated to final salary pension schemes.
Now it seems like the Government are considering allowing private firms to make employer contributions into the NHS Final Salary Pension scheme.
From next year NHS staff that transfer out of the NHS under the TUPE legislation may continue to pay into the pension scheme even though they have left the NHS. This is designed to make it cheaper for private firms but it won’t be cheaper for the government and we suspect pressure will come on the government to pass on costs to private firms in outsourcing through other mechanisms.
The Fair Deal scheme provided for continued protection to the ‘Gold Plated’ terms and conditions of employment when they transfer into the private sector. This is only available to Public sector staff so naturally not fair for the majority of the working public.
Our new software is Flying in..... HERO. We have appeared in the Portsmouth Business News this issue on the front inside page.
We are very excited about launching our revolutionary web based tool HERO.
Get rid of those separate tools, diaries and routines that clog your day. HERO offers you an easy to use tool that keeps you up to date on the work load and progress of your team. In addition to tracking the progress of your team it organises you also.
Simple and intuitive features allow you to navigate around your team and deal with issues before they arrive. Direct approachable and open people management made easy with HERO. Book yourself a demonstration today.
The reputation for delivering excellent and specialist service is growing and this week we have signed up to providing specialist HR recruitment for contract staff into one of the biggest UK’s leading public services providers.
Check out our new Youtube channel The HR Inc Channel. We are starting to post video updates etc. Watch this space.
We had a really good time at the Business South Exhibition over the past couple of days. See our video below (turn up the sound) of us at the stand and also introducing Guy from QGate Software Ltd
"Angus worked alongside me during a difficult change period and his advice and support on HR issues and strategy were vital to the success of a number of projects and current operations. He is a team player and would be an asset to any company or through consultation to them. I hope I get the chance to work with him again."Keith Fuller - General Manager REME Training Bordon and Arborfield