Organised crime




Right to request time to train
Project launch event, 8 April 2010

Presentation by Richard Blakeley
Project Objectives
• Promote awareness and confidence in exercising
  the right
• Develop a research agenda around the imp...
Project Activities

• “Right to training is on the right track” which
  includes TUC Polling and an analysis of LFS data
•...
ULR Guidance Structure
• Summary of the right in operation
• Checklist for employer policies
• Flowchart: how the procedur...
Legislation
• On April 6 2010, employers with 250+ employees
  must observe the right: All employers from April
  2011
• E...
Legislation (2)
• Model based upon the right to request flexible
  working
• Its not meant to replace good training review...
Legislation (2) continued…
• Request should
     • relate to the “job, workplace or business”
     • and contribute to per...
Legislation (3)
• The employer must give formal consideration by
     • accepting
     • Making an alternative suggestion
...
“Business reasons for refusal”
• The proposed study or training would not improve
  the employee’s effectiveness in your b...
“Business reasons for refusal”…
• Inability to recruit additional staff;
• Detrimental impact on quality;
• Detrimental im...
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Right to request time to train - Presentaion

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Project launch event, 8 April 2010
Presentation by Richard Blakeley

On April 6 2010, employers with 250+ employees must observe the right: All employers from April 2011.

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Right to request time to train - Presentaion

  1. 1. Organised crime Right to request time to train Project launch event, 8 April 2010 Presentation by Richard Blakeley
  2. 2. Project Objectives • Promote awareness and confidence in exercising the right • Develop a research agenda around the impact of the right • Integrate knowledge of exercising the right in to representative training • Make the links and support the development of the organising and collective bargaining agenda around learning unionlearn presentation 1
  3. 3. Project Activities • “Right to training is on the right track” which includes TUC Polling and an analysis of LFS data • Website resources and guidance for ULRs • Case studies and research phase: we want to know reps’s experience of the right being exercised • Representative training modules unionlearn presentation 2
  4. 4. ULR Guidance Structure • Summary of the right in operation • Checklist for employer policies • Flowchart: how the procedure works • Key issues for reps: - Guiding and supporting members - Convincing employers - Opportunities for collective request, agreement and consultation with members - Pursuing equalities unionlearn presentation 3
  5. 5. Legislation • On April 6 2010, employers with 250+ employees must observe the right: All employers from April 2011 • Eligibility for all employees with minimum 26 weeks service with exemption of - Under 18s - Apprentices - Agency workers unionlearn presentation 4
  6. 6. Legislation (2) • Model based upon the right to request flexible working • Its not meant to replace good training review systems or consultation arrangements already in place (though their presence does not prohibit exercise of the right) • Exercise the right by use of HR procedures where developed or using the guidance and templates developed by BIS unionlearn presentation 5
  7. 7. Legislation (2) continued… • Request should • relate to the “job, workplace or business” • and contribute to personal productivity and business improvement • The guidance is not specific about • the method of delivery • the educational level • it is possible to make a request that covers several training opportunities at once unionlearn presentation 6
  8. 8. Legislation (3) • The employer must give formal consideration by • accepting • Making an alternative suggestion • Refusing (prescribed list of “business reasons”) • Right of appeal • The employer is encouraged but not required to pay for the time or the training costs • A request can only be made once a year – Aborted requests can still disqualify another request within the year unionlearn presentation 7
  9. 9. “Business reasons for refusal” • The proposed study or training would not improve the employee’s effectiveness in your business; • The proposed study or training would not improve the performance of the business; • The burden of additional costs; • Detrimental effect on ability to meet customer demand; • Inability to reorganize work among existing staff; … unionlearn presentation 8
  10. 10. “Business reasons for refusal”… • Inability to recruit additional staff; • Detrimental impact on quality; • Detrimental impact on performance; • Insufficiency of work during the periods the employee proposes to work; • Planned structural changes unionlearn presentation 9

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