Agency Workers Regulations 2010
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The document discusses the rights of agency workers under the Agency Workers Regulations 2010 in the UK. It outlines who qualifies as an agency worker, their basic employment rights after 12 weeks such as equal pay and conditions, and the liability of both agencies and hirers. Managing risks and compliance involves auditing current workers and requirements as well as exploring alternative supply models. Agency workers can make tribunal claims for any breaches of their rights.
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Employment Rights & Responsibilities Presentation
The document discusses health and safety responsibilities for employees and employers. It states that employers are responsible for implementing risk assessments, emergency procedures, training, and cooperating with other employers. Employees are responsible for taking reasonable care of their own safety, reporting any injuries or illnesses, and informing employers of anything affecting their ability to work. The document also outlines sick pay rights, maternity pay eligibility and amounts, and working hours regulations including limits for average weekly hours and definitions of work vs non-work time.
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The document discusses quality standards in recruitment in the UK. It provides information on REC, the largest trade association representing the private recruitment industry. REC members must sign a code of practice and ethics and can be subject to inspections. The document also outlines various laws regarding employment agencies, standards for recruiters, and recent regulations such as the Agency Workers Regulations.
Difference between training and internships
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HR Redundancy and Restructuring by James Sinclair Taylor, Russell Cooke
This document summarizes redundancy and restructuring procedures for employers in the UK charity sector. It defines redundancy as dismissal due to reasons such as business or workplace closure or a reduced headcount. It outlines alternatives to redundancy like natural wastage or reducing overtime. The document also discusses varying employee contracts, identifying redundancy pools, selection criteria, consultation requirements, suitable alternative employment, entitlements, and best practices for minimizing legal risks.
Work in Progress - 10th Year Anniversary - Employment Law Update
The document provides an employment law update covering several topics:
1) The abolition of the default retirement age means employers can no longer force retirement based on age unless objectively justified. This may impact performance management, succession planning, and employee benefits.
2) New maternity and paternity provisions allow fathers to take up to 26 weeks of additional paternity leave in the first year. Employers must update family friendly policies.
3) The Equality Act consolidates previous anti-discrimination laws into a single act. The Bribery Act strengthens anti-corruption laws and requires adequate procedures to prevent bribery.
4) Agency worker regulations provide equal treatment for benefits and opportunities after 12 weeks to
12.3 Staffing Procedures
The document discusses various procedures related to staffing a business, including hiring employees, creating job descriptions and specifications, recruiting both internally and externally, screening applicants, providing training and development, and paying employees with various compensation methods and benefits. Key aspects covered are the staffing process, writing job descriptions and specifications, recruiting through ads, agencies, referrals, and online methods, screening applicants through resume reviews and reference checks, and training, developing, paying and providing benefits to employees.
Attendance Management: Getting Staff to Come to Work
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Liberty power -final_ppt
The document discusses various topics related to compensation and benefits at Liberty Power, including:
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- Using a PEO (professional employer organization) to help administer benefits and stay compliant with employment laws across states
fringe benefit
This document discusses fringe benefits provided by employers. It defines fringe benefits as various non-salary benefits provided in addition to cash wages that are sometimes exempt from taxation. Common fringe benefits include health insurance, life insurance, retirement plans, education reimbursement, and transportation benefits. The document then provides details on specific fringe benefits such as flexible hours, transportation benefits, bonuses, severance pay, adoption assistance, educational assistance, employee assistance programs, and company vehicles. It concludes with a chart summarizing the tax treatment of various fringe benefits under employment taxes.
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Agency Workers Regulations 2010
- 1. Foresight Coaching and Consultancy Agency Workers Regulations 2010
- 2. Foresight Coaching and Consultancy Who will qualify? What rights will they get? When will they be entitled? How will we manage this? Where does liability fall? Why do we need to comply? Agenda
- 3. Foresight Coaching and Consultancy An individual supplied by a temporary work agency to work temporarily for and under the supervision and direction of a hirer; and Has a contract with the agency to perform work personally. BUT NOT if the contract means that the agency or the hirer is the client or customer of a profession or business carried on by the individual Who qualifies?
- 4. Foresight Coaching and Consultancy An individual will be an agency worker if a temporary work agency is involved in making arrangements for the individual to work for and under the direction and supervision of the hirer, even if the individual is supplied by an intermediary (i.e. a limited company, umbrella company, via a master vendor) ‘ Temporary work agency’ includes employment business, limited or umbrella company provider and master vendors Who qualifies?
- 5. Foresight Coaching and Consultancy To the same basic working and employment conditions for the same job, had AW been recruited directly by the hirer from the outset, after a qualifying period of 12 weeks Paid ante natal treatment and suitable alternative work if the assignment ends on maternity grounds or pay for the duration or likely duration of the assignment What are their rights?
- 6. Foresight Coaching and Consultancy Equal treatment as to collective facilities and amenities provided by the hirer from day one To be informed of any relevant vacant posts with the hirer What are their rights?
- 11. Foresight Coaching and Consultancy The right to be informed by the hirer of any relevant vacant posts with the hirer to give the worker the same opportunity for permanent employment as a comparable worker/employee of the hirer A general announcement in a suitable place in the hirer’s establishment will comply Access to employment
- 12. Foresight Coaching and Consultancy 12 weeks continuous work (from 1.10.11) including any whole or part week worked with a hirer in the same role and until they cease working in the same role for the same hirer or there is a break Assignments through different agencies will accrue Qualifying period
- 24. Foresight Coaching and Consultancy Questions