This guide provides information about the Agency Workers Regulations 2010 (AWR) for contractors supplied by Huxley Associates. The AWR aims to provide equal treatment for agency workers after 12 weeks on an assignment. It outlines day one rights to facilities and equal access to job vacancies. After 12 weeks, agency workers gain rights to equal pay and basic working conditions as comparable employees. The guide clarifies how qualifications periods are calculated and exceptions for genuine self-employed contractors. It provides Huxley's preferred umbrella companies working to ensure compliance by October 2011 when the regulations take effect.
The new Agency Worker Regulations that come into force in October 2011 are intended to provide temporary agency workers with equal pay and basic employment conditions as directly-hired employees after 12 weeks. The regulations do not change agency workers' status or entitle them to benefits like sick pay or pensions. After 12 weeks, agency workers are entitled to equal pay, working hours, overtime, and leave. Hirers and agencies must work together to determine equal treatment and share information. The regulations are aimed at preventing circumvention of equal treatment through complex anti-avoidance provisions.
This document provides summaries of recent workplace law developments in the UK. It discusses the Agency Workers Regulations 2010, which require employers to provide equal treatment to agency workers regarding pay and basic working conditions after 12 weeks of service. It also mentions planned changes to pension laws that will require employers to automatically enroll eligible employees into pension schemes starting in 2012. Finally, it notes proposals to increase the amount of service required to bring an unfair dismissal claim.
The document provides a guide to the Agency Workers Regulations (AWR) which come into effect on October 1, 2011. It outlines key provisions such as agency workers receiving equal treatment to permanent employees in terms of pay and working conditions after 12 weeks. The regulations apply to terms like working hours, holidays, and pay but not sick pay or bonuses. Employers must not deliberately avoid the 12 week period and can face penalties for breaching equal treatment rights. The guide clarifies issues around defining agency workers, qualifying periods, determining equal terms, and handling complaints.
Providing answers to healthcare reform questions including small employers, employee calculations, Penalty 4980H9, Affordability and other issues related to the pay or play provision of the healthcare reform - Obamacare.
This document outlines various HR policies and procedures for a company, including:
- Recruitment and selection procedures, including job descriptions, interviews, employment contracts, and onboarding processes.
- Employee classifications and benefits such as housing and transportation allowances.
- Leave policies including annual leave entitlements and sick leave.
- Performance management processes such as probation periods and grievance procedures.
- General workplace policies on issues like dress code, company property, and attendance.
The document provides comprehensive guidance on managing the full employee lifecycle and workplace standards according to the company's policies.
The document is an offer letter from Nabros Labs offering XYZ the position of Designation. It details the compensation package including a basic salary of Rs. 16,000 per month. It outlines the terms of employment such as a 6 month probation period, working hours of 7.45 hours per day, leave entitlements, and grounds for termination. The letter requests XYZ to submit documents including relieving certificates, degree certificates, passport copies and photographs to complete joining formalities.
The document discusses pregnancy discrimination and rights for pregnant employees. It explains that treating a woman unfavorably due to pregnancy is a form of sex discrimination. It outlines rights like requiring employers to conduct risk assessments, providing paid time off for medical appointments, and ensuring the right to return to the same or similar job after maternity leave. The document provides guidance to Adecco staff on complying with these rights and laws to avoid discrimination claims.
The document provides an overview of proposed amendments to South African labour laws following negotiations in NEDLAC. Key points include:
- The proposed amendments address issues like atypical employment (temporary workers, fixed-term contracts, part-time work), dispute resolution, collective bargaining, and compliance/enforcement.
- Debate has occurred over 6 themes, with disagreement remaining between business and government representatives.
- The amendments could impact employers by deeming temporary staff to be direct employees after 6 months, requiring equal treatment of fixed-term and part-time workers, increasing security deposits for dispute reviews, and expanding trade union rights.
- Business representatives argue the amendments should be tested against an earlier regulatory impact
The new Agency Worker Regulations that come into force in October 2011 are intended to provide temporary agency workers with equal pay and basic employment conditions as directly-hired employees after 12 weeks. The regulations do not change agency workers' status or entitle them to benefits like sick pay or pensions. After 12 weeks, agency workers are entitled to equal pay, working hours, overtime, and leave. Hirers and agencies must work together to determine equal treatment and share information. The regulations are aimed at preventing circumvention of equal treatment through complex anti-avoidance provisions.
This document provides summaries of recent workplace law developments in the UK. It discusses the Agency Workers Regulations 2010, which require employers to provide equal treatment to agency workers regarding pay and basic working conditions after 12 weeks of service. It also mentions planned changes to pension laws that will require employers to automatically enroll eligible employees into pension schemes starting in 2012. Finally, it notes proposals to increase the amount of service required to bring an unfair dismissal claim.
The document provides a guide to the Agency Workers Regulations (AWR) which come into effect on October 1, 2011. It outlines key provisions such as agency workers receiving equal treatment to permanent employees in terms of pay and working conditions after 12 weeks. The regulations apply to terms like working hours, holidays, and pay but not sick pay or bonuses. Employers must not deliberately avoid the 12 week period and can face penalties for breaching equal treatment rights. The guide clarifies issues around defining agency workers, qualifying periods, determining equal terms, and handling complaints.
Providing answers to healthcare reform questions including small employers, employee calculations, Penalty 4980H9, Affordability and other issues related to the pay or play provision of the healthcare reform - Obamacare.
This document outlines various HR policies and procedures for a company, including:
- Recruitment and selection procedures, including job descriptions, interviews, employment contracts, and onboarding processes.
- Employee classifications and benefits such as housing and transportation allowances.
- Leave policies including annual leave entitlements and sick leave.
- Performance management processes such as probation periods and grievance procedures.
- General workplace policies on issues like dress code, company property, and attendance.
The document provides comprehensive guidance on managing the full employee lifecycle and workplace standards according to the company's policies.
The document is an offer letter from Nabros Labs offering XYZ the position of Designation. It details the compensation package including a basic salary of Rs. 16,000 per month. It outlines the terms of employment such as a 6 month probation period, working hours of 7.45 hours per day, leave entitlements, and grounds for termination. The letter requests XYZ to submit documents including relieving certificates, degree certificates, passport copies and photographs to complete joining formalities.
The document discusses pregnancy discrimination and rights for pregnant employees. It explains that treating a woman unfavorably due to pregnancy is a form of sex discrimination. It outlines rights like requiring employers to conduct risk assessments, providing paid time off for medical appointments, and ensuring the right to return to the same or similar job after maternity leave. The document provides guidance to Adecco staff on complying with these rights and laws to avoid discrimination claims.
The document provides an overview of proposed amendments to South African labour laws following negotiations in NEDLAC. Key points include:
- The proposed amendments address issues like atypical employment (temporary workers, fixed-term contracts, part-time work), dispute resolution, collective bargaining, and compliance/enforcement.
- Debate has occurred over 6 themes, with disagreement remaining between business and government representatives.
- The amendments could impact employers by deeming temporary staff to be direct employees after 6 months, requiring equal treatment of fixed-term and part-time workers, increasing security deposits for dispute reviews, and expanding trade union rights.
- Business representatives argue the amendments should be tested against an earlier regulatory impact
Thought leadership interactive PDF for Croner Solutions that captures the thoughts of experts on key developments in HR, employment and health & safety. It looked look back on past and also future trends to deliver valuable insight.
time
The document discusses the process of medical board out, which refers to terminating an employee's employment on medical grounds due to incapacity. It provides definitions and outlines key factors an employer must consider, such as the nature and likely duration of the illness/disability, prospects of recovery, impact on work, and whether alternative duties are possible. The steps involved include assessing work incapacity, determining the extent it impacts duties, exploring adaptations, and certifying the condition as permanent with little prospect of recovery. Case studies demonstrate how courts examine whether termination for medical reasons was justified.
Posala Sumanth has been offered a position as a Software Engineer with Accenture in Hyderabad. The offer letter outlines the terms of employment, including an initial probation period of 3 months, reporting to the Project Manager Prasanna Krishna. Salary and compensation details will be provided upon joining. The letter details duties, responsibilities, confidentiality requirements, intellectual property ownership, notice periods, and termination terms. Sumanth must sign to accept the terms within 5 days.
Blake Lapthorn Agency Workers Regulations seminar for recruitment companies -...Blake Morgan
The document summarizes a seminar for recruiters and suppliers about the Agency Workers Regulations that come into effect on October 1, 2011. It outlines the new rights that agency workers will have, including access to client facilities on day one and equal treatment regarding pay and other basic working conditions after a 12 week qualifying period. It discusses implications for end clients, recruiters, and other suppliers, and provides practical tips for understanding how the regulations will impact business operations and staying compliant.
- Devendra Nagar has been offered a position as Systems Support Associate at Dell's proposed SEZ unit located in Noida, India.
- The letter outlines Devendra's compensation package, including a basic salary of 84,618 INR per year plus allowances totaling 126,927 INR, as well as bonus eligibility and benefits.
- The terms and conditions annexed to the letter specify Dell's expectations regarding work rules, confidentiality, intellectual property, data protection, and export compliance.
The first of its kind, this seminar is held to provide participants with the knowledge and skills necessary in devising tools and processes to manage probationary employees, in terms of their performance and job suitability. This seminar also emphasises on the necessary actions to be taken during the probationary period and determines the appropriate decision of either to confirm or extend or terminate the employment.
Blake Lapthorn Agency Workers Regulations seminar for end users - 8 SeptemberBlake Morgan
The document discusses the Agency Workers Regulations which come into effect on October 1, 2011 in the UK. It provides an overview of who is considered an "agency worker" and their new rights under the regulations. Agency workers will have "day 1" rights to access vacancies and facilities at the client company, as well as equal treatment for pay and other basic working conditions after completing a 12 week qualifying period at the same client. The regulations aim to extend equal treatment rights to temporary agency workers that are already provided to other part-time and fixed-term employees under UK law.
The document is a work assignment letter from Innovsource Private Limited to Mr. Dhanasekaran R, appointing him as a maintenance engineer for their client CMS Computers Limited located in Chennai for a period of 1 year. The letter details the terms of employment including compensation, benefits, leave policies, termination clauses, and acceptance of the terms. It also includes a letter of engagement between Innovsource and Mr. Dhanasekaran regarding the general terms that will govern any future work assignments.
The document discusses the issues surrounding terminating an employee's employment due to prolonged illness. It notes that while the Employment Act 1955 does not explicitly provide for this, employers can refer to collective agreements, past practice or apply reasonable standards of fairness. The document also provides guidance on drafting a prolonged illness policy, obtaining medical reports before termination, employees' rights to medical leave and benefits, and the test for whether prolonged illness amounts to frustration of the employment contract.
Post Employment Restrictive Covenants- How Much Enforceable?EquiCorp Associates
The legislations governing several aspects of the employer-employee relationship are so complicated and ambiguous, that they yield in litigation rather than to provide clear way out. Moreover, the most important bone of contention w.r.t. protection of confidential information, non-disclosure and non-solicitation have not yet been addressed through legislation in India, thus warranting recourse to judicial interpretation and common law.
In an attempt to protect their interests, trade secrets, confidential information, every employer execute employment agreement and impose post employment restrictive covenants pertaining to manner in which the employees are required to serve the notice period, comply with the exit formality, non-solicitation, non-compete and others before finally exit from the employer.
However, to enforce post employment restrictive covenants had become a challenging task for the employers. In this article, we seek to provide an overview of the steps to be adopted by the employer and how to address a conflict situation with its employees and to enforce post employment covenants.
The document provides an employment law update from Lander Associates' HR division. It summarizes recent changes such as the increase in the unfair dismissal qualifying period from one to two years and the potential introduction of employment tribunal fees. It also discusses proposals to protect employers from litigation over performance discussions with employees, the duty of care in references, and what constitutes dismissal.
Managing Redundancy and Employee SeparationAzamri Dollah
This document discusses redundancy and retrenchment in Malaysian employment law. It defines retrenchment as the discharge of surplus staff by an employer due to reasons other than punishment. An employer must prove a genuine redundancy situation exists and adhere to standards of good practice when retrenching employees, such as following the last-in-first-out rule and consulting with unions. The document also outlines requirements for retrenchment benefits, notices, and the preferred use of voluntary separation schemes.
The document discusses the legal definition and requirements for constructive dismissal in Malaysia. Constructive dismissal occurs when an employer breaches the employment contract in a serious way that causes the employee to resign. It is treated as a wrongful termination by the employer. To prove constructive dismissal, an employee must show there was a fundamental breach of contract by the employer that went to the root of the employment agreement, the employee resigned in response to this breach, and did not delay too long in resigning. Examples provided of acts that courts have found to constitute constructive dismissal include forced resignations, suspension without pay for a prolonged period, and damaging an employee's reputation in a way that harms their future career prospects. The burden is on the employee to
The document summarizes key employment law updates from the past month in the UK. It discusses the government's plans to reform employment laws, including requiring pre-claim conciliation, protected conversations, and doubling the unfair dismissal qualifying period. It also covers cases related to carrying over statutory holiday due to sickness and retracting a termination notice issued in error. Finally, it provides guidance on social networking policies and publishes annual tribunal statistics.
The document is an offer letter from Thesis Scientist Pvt. Ltd to a new employee. It details the terms of employment including the job title and responsibilities, salary, benefits, probation period, confidentiality agreement, and other standard policies. Acceptance of the offer is subject to signing the letter and attached schedules which outline the job description, terms and conditions, and employee covenants regarding confidentiality and intellectual property.
The document discusses the status and rights of probationary employees under Malaysian law. It notes that a probationer has no guaranteed right to their job beyond the probation period and can be terminated if found unsuitable. Suitability is determined by factors like performance, conduct, character and attitude. Employers have discretion to terminate probationers but must do so reasonably and in good faith. Probationers can challenge unfair terminations but generally only receive back wages, not reinstatement. Regular feedback, warnings where needed, and fair appraisals are expected from employers in handling probationary employees.
Mohammed Kazim Hussain has received a letter of appointment from Dell International Services India Pvt Ltd to work as a Client Tech Supt Associate in Hyderabad. He is expected to join the company on or before April 18, 2016. The letter outlines the compensation package including basic salary, allowances, incentives, and benefits. It also mentions other terms and conditions of employment such as probation period, notice period, non-solicitation agreement, potential for international transfers or training, and retirement age. Mohammed is asked to sign and return the duplicate copy of the letter to accept the terms of employment.
An overview on the implication of "Bangladesh labor code 2006" in the tanner...Sadman Prodhan
The document provides an overview of the implications of Bangladesh's Labor Code 2006 in the country's tannery industry. It analyzes how the labor code provisions on wages and payments, working hours and leaves, maternity benefits, and worker welfare are implemented or violated in tanneries. The analysis finds that while some large tanneries comply with many code aspects, most companies and workers have little awareness of labor rights. As a result, workers' rights are often denied.
An overview on the implication of “Bangladesh labor code 2006” in the tannery...Sadman Prodhan
The document is a term paper submitted by Sadman Prodhan to Professor Shakil Huda at the Institute of Business Administration, University of Dhaka analyzing the implications of Bangladesh's Labor Code 2006 in the tannery industry. The paper focuses on comparing labor code provisions regarding wages and payments, working hours and leaves, maternity benefits, and welfare with the realities in several tanneries. It finds that while some larger tanneries comply with more provisions, many tanneries and workers are unaware of labor rights and numerous violations of working hours, leaves, and wages occur.
The new sentencing guidelines for health & safety offences are in force from 1st February 2016. They were intended to increase the level of fines, particularly for larger organisations. However, unintended consequences of the way punishments are now calculated mean that judges will be forced to hand out very much greater fines than expected and send many more directors, managers and junior employees to jail for breaching health & safety laws.
Achieving large-scale organisational change through e-learning - Bupa Health ...Brightwave Group
Bupa needed to replace 80 legacy systems with a new IT system to better meet customer needs. This required retraining 3,000 frontline staff through e-learning before the new system launch. Brightwave developed rapid e-learning modules in 12 days or less that included simulations, tutorials and tests. Staff engagement was high and 99% were competent on launch. This allowed for improved customer service, increased revenues and cost savings. Lessons included involving stakeholders, clear objectives and change management being as important as the e-learning content.
Thought leadership interactive PDF for Croner Solutions that captures the thoughts of experts on key developments in HR, employment and health & safety. It looked look back on past and also future trends to deliver valuable insight.
time
The document discusses the process of medical board out, which refers to terminating an employee's employment on medical grounds due to incapacity. It provides definitions and outlines key factors an employer must consider, such as the nature and likely duration of the illness/disability, prospects of recovery, impact on work, and whether alternative duties are possible. The steps involved include assessing work incapacity, determining the extent it impacts duties, exploring adaptations, and certifying the condition as permanent with little prospect of recovery. Case studies demonstrate how courts examine whether termination for medical reasons was justified.
Posala Sumanth has been offered a position as a Software Engineer with Accenture in Hyderabad. The offer letter outlines the terms of employment, including an initial probation period of 3 months, reporting to the Project Manager Prasanna Krishna. Salary and compensation details will be provided upon joining. The letter details duties, responsibilities, confidentiality requirements, intellectual property ownership, notice periods, and termination terms. Sumanth must sign to accept the terms within 5 days.
Blake Lapthorn Agency Workers Regulations seminar for recruitment companies -...Blake Morgan
The document summarizes a seminar for recruiters and suppliers about the Agency Workers Regulations that come into effect on October 1, 2011. It outlines the new rights that agency workers will have, including access to client facilities on day one and equal treatment regarding pay and other basic working conditions after a 12 week qualifying period. It discusses implications for end clients, recruiters, and other suppliers, and provides practical tips for understanding how the regulations will impact business operations and staying compliant.
- Devendra Nagar has been offered a position as Systems Support Associate at Dell's proposed SEZ unit located in Noida, India.
- The letter outlines Devendra's compensation package, including a basic salary of 84,618 INR per year plus allowances totaling 126,927 INR, as well as bonus eligibility and benefits.
- The terms and conditions annexed to the letter specify Dell's expectations regarding work rules, confidentiality, intellectual property, data protection, and export compliance.
The first of its kind, this seminar is held to provide participants with the knowledge and skills necessary in devising tools and processes to manage probationary employees, in terms of their performance and job suitability. This seminar also emphasises on the necessary actions to be taken during the probationary period and determines the appropriate decision of either to confirm or extend or terminate the employment.
Blake Lapthorn Agency Workers Regulations seminar for end users - 8 SeptemberBlake Morgan
The document discusses the Agency Workers Regulations which come into effect on October 1, 2011 in the UK. It provides an overview of who is considered an "agency worker" and their new rights under the regulations. Agency workers will have "day 1" rights to access vacancies and facilities at the client company, as well as equal treatment for pay and other basic working conditions after completing a 12 week qualifying period at the same client. The regulations aim to extend equal treatment rights to temporary agency workers that are already provided to other part-time and fixed-term employees under UK law.
The document is a work assignment letter from Innovsource Private Limited to Mr. Dhanasekaran R, appointing him as a maintenance engineer for their client CMS Computers Limited located in Chennai for a period of 1 year. The letter details the terms of employment including compensation, benefits, leave policies, termination clauses, and acceptance of the terms. It also includes a letter of engagement between Innovsource and Mr. Dhanasekaran regarding the general terms that will govern any future work assignments.
The document discusses the issues surrounding terminating an employee's employment due to prolonged illness. It notes that while the Employment Act 1955 does not explicitly provide for this, employers can refer to collective agreements, past practice or apply reasonable standards of fairness. The document also provides guidance on drafting a prolonged illness policy, obtaining medical reports before termination, employees' rights to medical leave and benefits, and the test for whether prolonged illness amounts to frustration of the employment contract.
Post Employment Restrictive Covenants- How Much Enforceable?EquiCorp Associates
The legislations governing several aspects of the employer-employee relationship are so complicated and ambiguous, that they yield in litigation rather than to provide clear way out. Moreover, the most important bone of contention w.r.t. protection of confidential information, non-disclosure and non-solicitation have not yet been addressed through legislation in India, thus warranting recourse to judicial interpretation and common law.
In an attempt to protect their interests, trade secrets, confidential information, every employer execute employment agreement and impose post employment restrictive covenants pertaining to manner in which the employees are required to serve the notice period, comply with the exit formality, non-solicitation, non-compete and others before finally exit from the employer.
However, to enforce post employment restrictive covenants had become a challenging task for the employers. In this article, we seek to provide an overview of the steps to be adopted by the employer and how to address a conflict situation with its employees and to enforce post employment covenants.
The document provides an employment law update from Lander Associates' HR division. It summarizes recent changes such as the increase in the unfair dismissal qualifying period from one to two years and the potential introduction of employment tribunal fees. It also discusses proposals to protect employers from litigation over performance discussions with employees, the duty of care in references, and what constitutes dismissal.
Managing Redundancy and Employee SeparationAzamri Dollah
This document discusses redundancy and retrenchment in Malaysian employment law. It defines retrenchment as the discharge of surplus staff by an employer due to reasons other than punishment. An employer must prove a genuine redundancy situation exists and adhere to standards of good practice when retrenching employees, such as following the last-in-first-out rule and consulting with unions. The document also outlines requirements for retrenchment benefits, notices, and the preferred use of voluntary separation schemes.
The document discusses the legal definition and requirements for constructive dismissal in Malaysia. Constructive dismissal occurs when an employer breaches the employment contract in a serious way that causes the employee to resign. It is treated as a wrongful termination by the employer. To prove constructive dismissal, an employee must show there was a fundamental breach of contract by the employer that went to the root of the employment agreement, the employee resigned in response to this breach, and did not delay too long in resigning. Examples provided of acts that courts have found to constitute constructive dismissal include forced resignations, suspension without pay for a prolonged period, and damaging an employee's reputation in a way that harms their future career prospects. The burden is on the employee to
The document summarizes key employment law updates from the past month in the UK. It discusses the government's plans to reform employment laws, including requiring pre-claim conciliation, protected conversations, and doubling the unfair dismissal qualifying period. It also covers cases related to carrying over statutory holiday due to sickness and retracting a termination notice issued in error. Finally, it provides guidance on social networking policies and publishes annual tribunal statistics.
The document is an offer letter from Thesis Scientist Pvt. Ltd to a new employee. It details the terms of employment including the job title and responsibilities, salary, benefits, probation period, confidentiality agreement, and other standard policies. Acceptance of the offer is subject to signing the letter and attached schedules which outline the job description, terms and conditions, and employee covenants regarding confidentiality and intellectual property.
The document discusses the status and rights of probationary employees under Malaysian law. It notes that a probationer has no guaranteed right to their job beyond the probation period and can be terminated if found unsuitable. Suitability is determined by factors like performance, conduct, character and attitude. Employers have discretion to terminate probationers but must do so reasonably and in good faith. Probationers can challenge unfair terminations but generally only receive back wages, not reinstatement. Regular feedback, warnings where needed, and fair appraisals are expected from employers in handling probationary employees.
Mohammed Kazim Hussain has received a letter of appointment from Dell International Services India Pvt Ltd to work as a Client Tech Supt Associate in Hyderabad. He is expected to join the company on or before April 18, 2016. The letter outlines the compensation package including basic salary, allowances, incentives, and benefits. It also mentions other terms and conditions of employment such as probation period, notice period, non-solicitation agreement, potential for international transfers or training, and retirement age. Mohammed is asked to sign and return the duplicate copy of the letter to accept the terms of employment.
An overview on the implication of "Bangladesh labor code 2006" in the tanner...Sadman Prodhan
The document provides an overview of the implications of Bangladesh's Labor Code 2006 in the country's tannery industry. It analyzes how the labor code provisions on wages and payments, working hours and leaves, maternity benefits, and worker welfare are implemented or violated in tanneries. The analysis finds that while some large tanneries comply with many code aspects, most companies and workers have little awareness of labor rights. As a result, workers' rights are often denied.
An overview on the implication of “Bangladesh labor code 2006” in the tannery...Sadman Prodhan
The document is a term paper submitted by Sadman Prodhan to Professor Shakil Huda at the Institute of Business Administration, University of Dhaka analyzing the implications of Bangladesh's Labor Code 2006 in the tannery industry. The paper focuses on comparing labor code provisions regarding wages and payments, working hours and leaves, maternity benefits, and welfare with the realities in several tanneries. It finds that while some larger tanneries comply with more provisions, many tanneries and workers are unaware of labor rights and numerous violations of working hours, leaves, and wages occur.
The new sentencing guidelines for health & safety offences are in force from 1st February 2016. They were intended to increase the level of fines, particularly for larger organisations. However, unintended consequences of the way punishments are now calculated mean that judges will be forced to hand out very much greater fines than expected and send many more directors, managers and junior employees to jail for breaching health & safety laws.
Achieving large-scale organisational change through e-learning - Bupa Health ...Brightwave Group
Bupa needed to replace 80 legacy systems with a new IT system to better meet customer needs. This required retraining 3,000 frontline staff through e-learning before the new system launch. Brightwave developed rapid e-learning modules in 12 days or less that included simulations, tutorials and tests. Staff engagement was high and 99% were competent on launch. This allowed for improved customer service, increased revenues and cost savings. Lessons included involving stakeholders, clear objectives and change management being as important as the e-learning content.
Next generation learning - social, integrated and business-focussedBrightwave Group
Brightwave delivered this webinar on 10th April 2013 to members of Knowledge Pool's Learning Discoveries Club to explore how learning innovation and technology can be harnessed to better meet the needs of learners and organisations today.
Presenters:
Cheryl Clemons (Communications and Strategy Director, Brightwave)
Meg Green (Products and Innovations Manager, Brightwave)
The Webinar covers:
• Five factors influencing how we learn at work
• Aspiration vs Performance - how can we use technology to close the workplace learning reality gap?
• What role can learning analytics, user generated /curated content and collaborative platforms play in supporting organisational goals?
• Including demo of Brightwave's new service tessello
The document advertises a free health and safety exhibition and conference in Scotland dedicated to helping organizations control risks in the workplace. The event will feature over 100 leading safety suppliers, presentations from health and safety experts, and a free two-day CPD-accredited conference program with seminars on various health and safety topics. Parking and admission are free for pre-registered visitors.
This document summarizes a presentation about how to effectively implement new emerging technologies for online learning. The presentation discusses finding a new tool, experimenting with it, assessing how it can be used, creating ways to apply it, and sharing it with others. As an example, the presentation demonstrates how the APUS Instructional Design Team implemented timeline and text-to-video tools for courses. It also shows how collaborative tools from Acrobat and Titanpad can be used for group projects. The overall goal is to discuss best practices for taking a new tool and turning it into a useful learning technology.
This is my part in a panel-type presentation at Internet Librarian in October 2013. Topics covered included licensing issues, mobile apps for iOS and Android, and an affordable payment system and a great open source Internet filter and Intrusion Prevention System.
The June meeting of NESHEP included a presentation on the Regulatory Reform (Fire Safety) Order 2005. Feedback from the workshop generated ideas to further the partnership, such as developing directories and special interest groups. Over 30 people attended from various safety-focused organizations in the region. Members were encouraged to get involved in initiatives to enhance their networks and expertise.
Spread the wealth: Learning for change across diverse organisationsBrightwave Group
This presentation was delivered by Brightwave Group's Colin Welch and Sophie Costin at the Learning Technologies Summer Forum, June 14th 2016.
The line between learning goals and business goals is blurring. In a complex world, learning becomes imperative to communicate and engage both internal and external stakeholders.
In this practical, case study-led session, Colin and Sophie share their expert insight and experience from two outstanding recent projects, where innovative game-based learning technologies were used to push out beyond an internal corporate audience to raise knowledge levels in wider, multi-sector, public audiences.
For more information on shared value, or to see how we utilise our expertise, innovation and creativity to design award-winning learning solutions that deliver your business objectives and truly engage your employees, visit www.brightwavegroup.com
The June meeting of the NESHEP Main Meeting had a large turnout of over 50 members and guests. Alan welcomed attendees and provided several safety updates, including showing graphic accident videos. Henry Simonds then gave a presentation on sustainability, explaining its benefits for businesses through cost savings and increased marketability. Case studies demonstrated how various companies implemented sustainability practices. The meeting also included updates from the HSE and brief presentations from Peter Walker and Fabricom. Members then networked and shared best practices.
The Hubble Space Telescope is a robotic telescope located 593 km above Earth's surface. Named after Edwin Hubble, it was launched in 1990 as a joint NASA and ESA project. Hubble weighs 11 tons and can obtain images with a resolution of 0.1 seconds of arc. The document then provides 10 images taken by Hubble showing various nebulae, galaxies, and other astronomical objects located between 2,500-114 million light years from Earth. It concludes by stating the images are monuments of light and color that words cannot describe, and provides an image of the Eagle Nebula, a star cluster forming within gaseous emissions.
The document discusses the G8WAY project, which aims to develop experimental web 2.0 learning environments combining various media and tools connected through a single pedagogy framework. The project will create three learning scenarios using critical reflection, decision making, self-monitoring, and creativity to enable learners' educational transitions. Key elements for the web 2.0 learning platforms will be derived from these scenarios and include functions like access, search, sharing, and reflection. An e-platform will then be developed using a workflow method to allow learners to reflect on and develop transitional skills.
R3L+ project material: Reviving Limerick CDB City of Learning Strategy, Janua...Randolph Preisinger-Kleine
The document discusses reviving Limerick, Ireland as a "City of Learning" by adopting lifelong learning as an organizing principle across all sectors of the city. It establishes that a City of Learning steering group was formed in 2002 but saw limited success due to factors such as a narrow focus only on formal education. For Limerick to prosper in a changing world, it must embrace learning to enable change, upskilling, and social/economic inclusion for citizens. The document outlines a model for Limerick where networks across sectors collaborate through a steering group to implement city-wide learning initiatives.
The document discusses the benefits of using open-source software in libraries. It explains that open-source software is free to download and use, but may require technical expertise to install and maintain. While there are no initial licensing costs, libraries should consider ongoing costs of support, training, and potential mergers or acquisitions of open-source software companies. Popular open-source alternatives mentioned include operating systems like Ubuntu, photo editors like GIMP, and productivity suites like OpenOffice.
Total learning: informal learning driving new learning culture at Tesco BankBrightwave Group
Informal learning driving new learning culture at Tesco Bank by Dave Buglass, Head of Organisational Capability and Development, Tesco Bank.
Is it the start of the end for L&D? Tesco Bank is addressing this fundamental shift in learning and L&D's relationship to the business. Dave shares how new starters joining the business will be learning in the future and how Tesco Bank is meeting their needs.
The document criticizes inconsistencies in shots of a character named Mimiru's sword and appearance across a scene in a work. The sword looks different in every shot and seems to shrink significantly at one point. Issues are also raised with the character's depiction and certain shots being repeated multiple times despite flaws.
The document is a photo album from a field school trip to Blue Creek, Belize. It likely contains photos documenting the students' experiences and activities during their time exploring the area and conducting research. In just a few pages, the album aims to capture memories from the educational expedition in a tropical foreign location.
The document discusses the implications of the UK's Pensions Act, which introduced automatic pension enrollment for workers starting in 2012. It will require employers to automatically enroll eligible workers into a qualifying pension scheme if they are not already in one. This affects agencies and contractors, as agencies are responsible for enrolling contractors they employ directly via PAYE.
The implications include additional costs for employers to fund pension contributions, as well as significant administrative burdens to manage the pension schemes and enrollment process. There are also challenges around who will bear the financial responsibility - the agency, client, or umbrella company. The document provides options for agencies and contractors to prepare, including agreeing an approach, choosing a pension provider, and complying with their staging date
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Agency Workers Regulations - Contractors
1. Huxley Associates
in association with DLA Piper presents
Everything you need to know about the Agency Workers Regulations
A guide for contractors
2. Our guides
This guide is part of Huxley Associates’ dedication to supporting our customers and delivering market-leading
recruitment solutions. As one of the world’s leading recruitment consultancies we pride ourselves on being a key
recruitment partner for professionals and organisations across a range of sectors.
Our series of guides offer best practice advice and an insight into the latest recruitment news, whether you are looking to
secure your next job or make your next hire.
About Huxley Associates
Huxley Associates is one of the world’s leading recruitment consultancies, delivering market-leading permanent and
contract recruitment services across the UK, Europe, Asia, North and South America and Australia.
As specialists within the banking & finance, banking technology, energy & natural resources, engineering, HR, IT and
sales & marketing sectors we help companies acquire, retain and manage talent. We also represent the best and
brightest talent looking for their next career move.
To find out how we can help you visit: www.huxley.com
3. Introduction
The Frequently Asked Questions (FAQs) below relate to the Agency Workers Regulations 2010 (AWR), new UK legislation
which comes into force from 1 October 2011. The aim of the AWR is to protect temporary agency workers by ensuring
through legislation that they have a right to equal treatment in basic working and employment conditions, as if they were
employed on a permanent basis after 12 weeks service in the same job. From the 1 October agency workers will also
be entitled to access certain client facilities and information on client job vacancies from day one of their assignment.
The AWR does not change the employment status of agency workers.
Please note the AWR adopts the term “agency worker” throughout, so the same terminology is used in these FAQs
together with the “hirer” to mean the hiring company or end-user.
“Raising awareness of AWR issues with front-line consultants as well as with clients will be critical to the
successful implementation of AWR. With the final document now published, recruiters can accelerate their
implementation activities and intensify levels of engagement with employers and workers.”
Tom Hadley, REC, Director of Policy and Professional Services
Please use the following links to navigate around the FAQs:
AWR overview (Q1)
Who is an agency worker? (Q2-Q3)
Limited company contractors (Q4-Q6)
Equal treatment rights (Q7- Q11)
Calculating the qualifying period (Q12-Q14)
Umbrella companies (Q15-16)
Remedies (Q17-18)
Further information (Q19)
4. employees. The 12 week qualification business relationship).
FAQs period applies even if the worker
has been supplied by two different Therefore, contractors that consider
agencies over that 12 week period. themselves “in business on their
account” will fall outside the
Q1. What do the Regulations say Q2. Who is an agency worker? Regulations. All other temporary
and when will they come into agency contractors are protected by
effect? A. An “agency worker” is defined the AWR.
as an individual who is supplied
A. The AWR comes into effect for the by a temporary work agency to If you are a contractor working
UK on 1 October 2011. work temporarily for and under through a PSC and are genuinely
the supervision and direction of a self employed we will collect written
Day one rights client and who has a contract of confirmation from you of this prior to
employment or contract to perform the start of a placement and treat the
The day one rights give agency work and services personally with the placement as outside of the scope of
workers the same access to certain temporary work agency. AWR.
facilities provided by the client and
information on job vacancies as the Many Huxley Associates contractors The Regulations are unlikely to apply
hirer’s comparable permanent workers supply their services through one of to individuals working for in-house
from the first day of assignment. our preferred supplier management temporary staffing banks where a
companies, commonly known as company employs its temporary
An agency worker has the right to “umbrella companies”. Umbrella workers directly, and they only
be treated no less favourably than companies enter into an employment work for that business, unless that
a comparable employee doing the contract with agency workers in order company is specifically set up to
same or similar job in the client’s to supply them to agencies. They offer run agency workers in which case it
establishment in relation to compliant payrolls and take the stress may be within scope. The guidance
information about vacancies. out of contracting for many workers. suggests that the Regulations will
These umbrella workers fall within the not apply to workers seconded from
An agency worker also has the right scope of AWR. Some umbrellas may one organisation to another but
to be treated no less favourably in offer you a Swedish Derogation option this may depend on the particular
relation to collective facilities and - see Q16 below. circumstances. In practice, whether
amenities, such as a canteen or other or not an arrangement falls within
similar facilities, access to childcare Q3. I am an agency worker - when scope of the Regulations will depend
facilities and the use of transport will the AWR apply to me? on the employment and organisational
services. However, clients can arrangements.
justify less favourable treatment on A. The AWR will apply to all new
objective grounds, for example if the placements after 1 October 2011. Q5. Can an agency worker contract
hirer is seeking to achieve a genuine For placements running as of 1 out of the AWR?
business objective and the treatment October 2011 it will apply after the
is a necessary and appropriate way of 12 week qualification period, i.e., 24 A. No, the AWR expressly prohibits
achieving that objective. Cost may December 2011. This means that agency workers from contracting
be one factor taken into account but your placement will need to be out out. The Regulations impose a fine
practical and organisational factors of scope or compliant before 24 of up to £5,000 on the agency or hirer
will also be considered. December 2011. where anti-avoidance arrangements
have been put in place to prevent the
The client is responsible for providing Q4. Will the AWR apply to limited 12 week qualifying period from being
equal treatment for day one rights. company contractors? met.
After 12 weeks - right to equal A. The definition of an “agency However, a contractor can be out of
treatment worker” will exclude the genuinely scope of the AWR either by being
self-employed working through their genuinely self-employed or because
After 12 weeks in the same job the own service company (a PSC), but they are employed under a Swedish
AWR entitles agency workers to not individuals with their own PSCs Derogation contract - see Q16 below.
receive the same basic employment who are not in business on their own
and working conditions as permanent account (i.e. a genuine business to
5. Q6. I am a PSC Contractor, what Q9. I am an agency worker, will I agency (and subsequently from the
impact does AWR have on my IR35 be entitled to time off for antenatal client if you do not receive a response
status? appointments? from your agency within 28 days).
A. The two pieces of legislation A. After the 12 week qualifying period, Q12. I am an agency worker, how
are unrelated - one relates to a pregnant agency worker will be is the 12 week qualifying period
employment law rights, the other entitled to paid time off to attend calculated?
to tax obligations. However, to be antenatal appointments. Agency
outside of IR35 it is a criterion that workers will not however, be entitled A. The right to “equal treatment” will
you are self-employed and therefore to receive equal treatment with only be triggered when the agency
presumably you would see yourself as regard to the client’s maternity pay worker has completed 12 continuous
outside the scope of AWR. If you are arrangements but may be entitled calendar weeks service in the same
unsure as to either your IR35 status to statutory maternity pay/maternity role. A calendar week starts on the
generally or how it may be affected by allowance from the agency. first day of the assignment.
AWR, we recommend that you seek
independent professional advice. Q10. How will Huxley Associates Calendar weeks will accrue regardless
and the hirer establish the right of how many hours the worker does
Q7. I am an agency worker what rate? on a weekly basis - one hour is
type of “equal treatment” / benefits enough.
will I be entitled to receive after 12 A. Firstly, we know that our
weeks service? contractors are at the higher end of From Huxley Associates’ perspective,
the contracting market and there is we are keen to make the process
A. From the 1 October 2011 agency a natural market premium for your easier for all parties and where
workers who have successfully services to reflect that you do not possible will seek to ensure the
completed 12 weeks service in the have the security of employment placement is AWR compliant from
same job, will have a right to equal status, you offer specialist skills day one. This means no worries about
treatment in basic pay, overtime, and flexible services. We are when the clock starts for any party.
bonus and commission related to confident that for the vast majority
individual productivity and the right to of our placements contractors are Q13. I am an agency worker,
be paid and take the same holidays as already receiving a rate in excess of does the 12 week calendar period
a comparable permanent employee. a comparable permanent package apply irrespective of whether I
Agency workers will also be entitled to calculated under AWR. am supplied through different
receive luncheon vouchers and other The right to equal treatment is a right agencies?
vouchers with a monetary value (but to equal treatment measured against
not those provided through a salary a comparable employee of the client A. Yes the clock continues to run. For
sacrifice scheme such as childcare (if there is one) doing broadly similar example, an agency worker working
vouchers). Agency workers will have work within the same organisation. with four different agencies which
the right to work the same hours as The client can take into account place him or her with the same hirer
comparable permanent employees. the agency worker’s qualifications, for just one day (say for one hour)
experience and expertise and a each in a 12 week period will be
Q8. I am an agency worker what named comparator is not necessary protected under the AWR. We will
benefits will I not be entitled to? – the treatment simply has to equal need you to tell us if you have worked
how the client would have treated in the same or similar role for the
A. Agency workers will not be entitled the agency worker if they had been same client.
to equal treatment in relation to recruited directly.
occupational pension schemes, share Q14. What can stop, pause or reset
schemes, redundancy pay, maternity/ Q11. I am an agency worker, from the clock?
paternity rights or bonuses related whom can I request information
to the company’s performance, about equal treatment and when? A. The 12 week qualifying period will
occupational sick pay, non-cash be reset to zero in the event of any
awards, advances in pay or loans, A. The Regulations give agency break of six weeks or more during or
additional discretionary and non- workers the right to ask their agency between assignments in the same
contractual payments. This will not for information relating to their equal job or upon commencement of a
affect their entitlement to statutory treatment rights. After the 12 weeks new or “substantively different” role
sick pay or statutory maternity pay qualifying period has elapsed, you can with the same hirer. To satisfy the
from the agency if they qualify for request a written statement from the “substantially different” test there has
these.
6. to be a genuine and real difference to Freelance Enhance Limited Q17. I am an agency worker, what
the role. Factors such as differences (freelanceworld.net) remedies are available to me where
in pay; skills; location; reporting lines; Giant Services Limited I believe that a breach of the AWR
equipment and working hours will (giantgroup.com) has occurred?
help to establish if the work or duties Orange Genie Cover Limited
are substantially different. (orangegenie.com) A. An agency worker can bring an
Parasol Limited Employment Tribunal claim for breach
See below quick view table for certain (parasolgroup.co.uk) of the AWR. A client is responsible
absences that can stop, pause or Paystream My Max 2 Limited for first day rights and the agency is
reset the clock: (paystream.co.uk) responsible for other rights, although
Sybersolve Solutions Limited the agency will have a defence if it
(sybersolve.com) took “reasonable steps” to obtain
relevant information from the client.
Event Effect on 12 week period
In the first instance we recommend
that you speak to your contact at the
Agency worker begins a new assignment with Clock resets to zero agency if you are concerned that you
new client
have not received equal treatment in
Agency worker remains with same client but in a Clock resets to zero line with the AWR.
substantively different role
Q18. Who will make sure that
Agency worker has a break of more than 6 weeks Clock resets to zero
Huxley Associates is compliant with
between similar assignments with same client
the Regulations?
Agency worker has a break of less than 6 weeks Pauses clock
between similar assignments with same client A. Firstly, we feel a responsibility to
our contractors and to our clients to
Sick leave Pauses clock for up to 28 weeks be compliant with the AWR. Secondly,
a government department BIS
Annual leave Pauses clock oversees these Regulations; they do
monitor us and other agencies and
Pregnancy maternity leave or absence Clock keeps ticking
review our systems and processes.
Q15. What is Huxley Associates’ Q16. I have heard that umbrellas are Q19. Where can I find out further
preferred supplier umbrella adopting the “Swedish Derogation information about the AWR?
companies doing to be AWR Model”; what is it?
compliant by 1 October 2011? A. BIS has a dedicated Agency
A. The Swedish Derogation model Worker Directive and Regulations
A. Some umbrella companies were engages the agency worker on a web page which provides a link to the
heavily involved in finalising the more permanent type of contract government’s guidance on the Agency
Regulations and they are all actively with a right to some pay between Workers Regulations 2010. Here is the
making changes to their systems to assignments. link to the BIS web page
ensure that they can make payments http://www.bis.gov.uk/policies/
that will be compliant with the In between assignments the agency employment-matters/strategies/awd.
Regulations. Huxley Associates will be worker must receive a level of pay of
supplying them with the information either 50% of the weekly assignment
they need to process your placement rate or the national minimum wage,
in accordance with AWR. whichever is higher. The weekly
Most umbrella companies on our assignment rate is calculated at the
preferred supplier lists are also highest pay rate and hours enjoyed “The guidance notes for
looking at the Swedish derogation over the previous 12 weeks (or the the AWR will be essential to helping
model - see Q16. A list of our duration of the assignment if it lasted recruiters and their clients comply with
preferred supplier umbrella companies 12 weeks or less). The contract the Regulations…” Ann Swain, Chief
is set out below, and further cannot be terminated without the Executive APSCo
information about their approach to agency worker having received
the AWR can be obtained from them at least 4 weeks’ pay between
directly: assignments during the contract.
7. About the authors
Tania Bowers is Legal Director for Huxley Associates and, with over ten year’s experience, is an expert in the
recruitment sector. She has extensive experience of all legal and practical aspects relating to the recruitment process,
including employment law, commercial contracts, litigation and other regulatory issues. Tania has been actively involved
in representing Huxley Associates interests during the consultation phase and the implementation of the legislation,
communicating extensively with the APSCo leadership and its members, the REC, other major recruiters and industry
affiliates, such as umbrella management companies. Accordingly, she is well-placed to advise those that use staffing
companies on the steps that need to be taken to ensure they fully understand the implications of the AWR and are ready
for 1 October 2011.
Adam Hartley is a Partner at DLA Piper, and has an has in depth expertise of employment issues arising in the financial
services sector and in particular Adam specialises in solving employee disputes, injunctions and other high court
employment matters both in the UK and throughout Europe. As well as representing financial services clients, Adam
also acts for a number of clients in the recruitment, medical, IT, telecommunications, retail and film industry sectors. In
addition to providing strategic advice to solve employment disputes he also provides in-house training and coaching to
senior managers/directors of large private and public companies on all aspects of employment law.
These FAQs are intended as a general overview and discussion of the Agency Workers Regulations. They are not intended, and
should not be used as a substitute for taking advice. Huxley Associates and DLA Piper UK LLP will accept no responsibility for any
actions taken or not taken on the basis of this publication.