Presentation that I used for management training on the Ontario Employment Standards Act (ESA). Provides an overview of regulations that apply to businesses in Ontario. Covers most Ontario employees with the exception of federal employees and a few others such as police officers, prison inmates, co-op students
The Shared Parental Leave Regulations 2014 will create a new leave entitlement for employees in England, Scotland and Wales. It is also planned to be implemented in Northern Ireland through the Work and Families Bill. The regulations will allow eligible employees to take shared parental leave to care for a child in the first year, with mothers able to end maternity leave early and fathers/partners able to take on some of the remaining leave. Employees must provide notice to their employer and follow required procedures to qualify.
The document provides an overview of family friendly rights in the UK, including maternity rights, adoption rights, paternity rights, shared parental leave and pay, and other provisions like time off for dependents. It discusses key entitlements under each area, tricky issues that can arise, and tips for drafting policies on family friendly rights.
Beneplan Benefits Admin Workshop - November 2013Beneplan
Canadian benefits administration can be confusing. There are rules, regulations, exceptions, and all sorts of things to remember. Beneplan holds an annual workshop for its members to help them navigate the insurance system.
The Department of Labor finalized new rules for white-collar exemptions under the Fair Labor Standards Act that will take effect on December 1, 2016. The rules set the minimum salary level for exempt employees at $47,476 annually, slightly lower than the proposed level. The rules also increase the minimum salary for highly compensated employees to $134,004 annually. Employers may use bonuses or commissions to meet up to 10% of the salary threshold. The rules will be adjusted every three years and do not change the duties test for exempt status. Employers should prepare strategies to comply with the changes.
Employment 2017 - facts and figures pdfNick Hobden
Thomson Snell & Passmore's list of employment key facts and figures from: maximum week's pay to the national living wage from qualifying time limits to statutory minimum notice.
Implementing Health Care in 2014: It’s Far More Than Just a ‘Pay or Play’ Decision
On June 19, 2013, the Minnesota Chamber of Commerce hosted a workshop on the new health care reform law. This presentation outlines what small employers need to know about the law changes.
The Affordable Care Act – Compliance Challenges for EmployersWinston & Strawn LLP
In King v. Burwell, the Supreme Court upheld the availability of subsidies to individuals in states that use federal healthcare exchanges under the Affordable Care Act (ACA). This decision has important implications for employers due to how employer penalties are triggered under the ACA. While the decision may not be beneficial to employers in the short term, employers can now act with certainty in working to comply with coverage requirements under the ACA.
Erin Kartheiser and Steve Flores from our executive compensation and employee benefits practice presented a practical, interactive presentation that reviewed the impact of the Supreme Court’s decision, compliance challenges facing employers, and areas of potential risk.
Presentation that I used for management training on the Ontario Employment Standards Act (ESA). Provides an overview of regulations that apply to businesses in Ontario. Covers most Ontario employees with the exception of federal employees and a few others such as police officers, prison inmates, co-op students
The Shared Parental Leave Regulations 2014 will create a new leave entitlement for employees in England, Scotland and Wales. It is also planned to be implemented in Northern Ireland through the Work and Families Bill. The regulations will allow eligible employees to take shared parental leave to care for a child in the first year, with mothers able to end maternity leave early and fathers/partners able to take on some of the remaining leave. Employees must provide notice to their employer and follow required procedures to qualify.
The document provides an overview of family friendly rights in the UK, including maternity rights, adoption rights, paternity rights, shared parental leave and pay, and other provisions like time off for dependents. It discusses key entitlements under each area, tricky issues that can arise, and tips for drafting policies on family friendly rights.
Beneplan Benefits Admin Workshop - November 2013Beneplan
Canadian benefits administration can be confusing. There are rules, regulations, exceptions, and all sorts of things to remember. Beneplan holds an annual workshop for its members to help them navigate the insurance system.
The Department of Labor finalized new rules for white-collar exemptions under the Fair Labor Standards Act that will take effect on December 1, 2016. The rules set the minimum salary level for exempt employees at $47,476 annually, slightly lower than the proposed level. The rules also increase the minimum salary for highly compensated employees to $134,004 annually. Employers may use bonuses or commissions to meet up to 10% of the salary threshold. The rules will be adjusted every three years and do not change the duties test for exempt status. Employers should prepare strategies to comply with the changes.
Employment 2017 - facts and figures pdfNick Hobden
Thomson Snell & Passmore's list of employment key facts and figures from: maximum week's pay to the national living wage from qualifying time limits to statutory minimum notice.
Implementing Health Care in 2014: It’s Far More Than Just a ‘Pay or Play’ Decision
On June 19, 2013, the Minnesota Chamber of Commerce hosted a workshop on the new health care reform law. This presentation outlines what small employers need to know about the law changes.
The Affordable Care Act – Compliance Challenges for EmployersWinston & Strawn LLP
In King v. Burwell, the Supreme Court upheld the availability of subsidies to individuals in states that use federal healthcare exchanges under the Affordable Care Act (ACA). This decision has important implications for employers due to how employer penalties are triggered under the ACA. While the decision may not be beneficial to employers in the short term, employers can now act with certainty in working to comply with coverage requirements under the ACA.
Erin Kartheiser and Steve Flores from our executive compensation and employee benefits practice presented a practical, interactive presentation that reviewed the impact of the Supreme Court’s decision, compliance challenges facing employers, and areas of potential risk.
The document summarizes proposed changes to an employee policy manual for a municipal government. Key points include:
1) An employee committee spent over a year rewriting and updating the policies which had not been revised in 30 years.
2) The new policy manual includes 7 items that may have a financial impact and require city council approval, including reasonable suspicion drug testing, hiring rates, call back pay, disaster preparedness overtime for exempt employees, a sick leave incentive program, funeral leave, and severance pay.
3) The city manager approved the new employee policy manual in January 2012 and employee training will occur later in the year.
This document contains information for tracking Affordable Care Act (ACA) compliance. It includes sections for entering employee data like name, SSN, and address. Codes are provided for indicating the type of health coverage offered to employees, such as minimum essential coverage providing minimum value offered to the employee and dependents. Instructions are given for determining affordability safe harbors and reporting coverage for variable hour and seasonal employees. The document discusses ACA Track's ability to administer and track dependent information as required by regulations.
1. The document appears to be a final exam for a class covering labor laws and employee benefits in the Philippines. It contains multiple choice and true/false questions testing knowledge of laws around maternity leave, paternity leave, service incentive leave, and workplace injury liability.
2. One essay question asks about the ability of a female employee to return to work during an unexpired maternity leave period. Another asks about the entitlement of an employee who resigned to cash out unused service incentive leave accrued during their employment.
3. The last essay question concerns workplace injury liability for a domestic worker employed by one company but performing duties for another company when injured.
The Payment of Gratuity Act of 1972 requires employers in factories, mines, ports, and other establishments employing 10 or more persons to pay gratuity to their employees. Gratuity is payable when an employee has 5 years of continuous service and is terminated due to superannuation, retirement, death, or disability. Gratuity amount is calculated as 15 days wages for every completed year of service, with a maximum of 3.5 lakhs. Employers must make payment within 30 days of application, and interest is payable for delayed payments. Disputes can be appealed to controlling authorities within time limits defined in the Act.
The document outlines a leave policy that provides various types of paid and unpaid leaves for employees including sick leave, casual leave, earned leave, maternity/paternity leave, and compassionate leave. It details eligibility and limits for each leave type. The policy aims to enable a healthy work-life balance for employees by providing time off for sickness, personal matters, rest, and recreation. It also describes procedures for applying, approving, extending or canceling leave and addresses absences from work.
1. Defined benefit plans allow employees to earn various types of leaves including casual, sick, and privilege leaves.
2. Employees can encash unused leaves either during employment or at retirement. Leave encashment during employment is fully taxable while encashment at retirement is partially tax exempt under Section 10(10AA).
3. For other employees, leave encashment at retirement is exempt up to the minimum of actual encashment, 10 times average salary of last 10 months, Rs. 300,000, or cash equivalent of 30 days unavailed leave per completed year of service calculated on maximum salary.
The document summarizes new laws affecting businesses in Massachusetts. It describes expanded maternity and paternity leave laws, new requirements for paid sick leave for all employees, additional unpaid leave for victims of domestic violence, restrictions on banning personal email use, updated social media policy guidelines, requirements for a "safe harbor" policy on deductions from exempt employees' pay, privacy laws on disclosing employee termination information, requirements for written sexual harassment and EEO policies, employee access to personnel records, and requirements to have a written information security plan to protect personal information.
The Work Opportunity Tax Credit provides businesses an opportunity to claim a tax credit if they hire an employee from a "targeted" group. This guide is a general outline of the tax credit and and the "targeted" group.
LABOUR LAW AND HR General conditions of employment LABOUR ACT CHAPTER 28.1cloudious nyikadzino
This document outlines general conditions of employment in Zimbabwe. It discusses remuneration and deductions, types of leave including sick, maternity and vacation leave, overtime work, and written information that must be provided to employees. Remuneration is set by the National Employment Council and deductions must be justified by law. The document also specifies leave allowances and requirements for written employment contracts.
If you're a small business owner and worried about the new pension rules and regulations this comprehensive guide will help you set-up and manage your new auto-enrolment workplace pension scheme.
A Premium Only Plan (POP) allows employees to pay their portion of health insurance premiums with pre-tax dollars, saving them 22.65-40% in federal, state, and local taxes. Employers also benefit from establishing a POP by eliminating payroll taxes of up to 7.65% on employee premium payments. Any type of business can set up a POP, though owners may not participate directly. A POP can be started at any time during the year, including mid-year, and is especially beneficial during health insurance renewal periods when rates typically increase.
Minimum wage earners in Metro Manila will receive a P10 daily increase in minimum wage, raising it to P466 per day. A labor group called this a "painful joke" and had sought a P85 daily increase. While the labor group rejected the increase as too small, the Department of Labor and Employment argued it balanced relief for workers with business viability. The labor group plans to appeal the decision.
Great Questions and Answers from DOL's Overtime Exemption Webinar 5/26/2016Robson Baker
The Overtime Exempt Webinar from the DOL has offered a follow-up to the many questions that were asked during the presentation. Please take a look and review.
Virginia Energy & Savings Company offers its employees a variety of health and retirement benefit plans. For health insurance, employees can choose between four plans from Anthem BlueCross BlueShield (rated A++) or one HMO plan from Kaiser Permanente. Life insurance provides a death benefit of 1.5 times annual salary. The company fully pays for short-term disability (70% of pay for up to 6 months), while employees pay for long-term disability (60% of pay up to $5,000/month) through payroll deductions. Retirement plans include a defined benefit pension plan and 401(k) plan that employees can contribute to.
This document provides information about new health insurance options through the Health Insurance Marketplace beginning in 2014. It summarizes that the Marketplace allows people to compare and purchase private health insurance, and may offer premium tax credits. While the Marketplace is an option, employer-provided health coverage could affect eligibility for savings. Contact information is provided to learn more about options through the Marketplace or employer plan.
The document discusses the importance of financial planning and provides tips for effective financial planning. It emphasizes starting investments early to benefit from the power of compounding returns. It also stresses the importance of having adequate life and health insurance coverage. The document recommends having specific, measurable, and timed financial goals and working with a financial planner to develop a tailored plan. It highlights that financial planning ensures security for one's future needs such as children's education, retirement, and unexpected expenses.
This document summarizes aspects of the Affordable Care Act (ACA) for employers, including: how to determine if an employer is an applicable large employer subject to the employer mandate; the employer mandate requirements around offering affordable minimum essential coverage; potential penalties for non-compliance; and other ACA provisions impacting employers. It provides an overview of the employer shared responsibility rules, measurement periods, and affordability safe harbors. It also discusses other ACA topics like the individual mandate, essential health benefits, taxes and fees, and grandfathered health plans.
NY Wage Parity Compliance and Your Home Health Care Business.
Crucial information for Home Care and Home Health Aid (HHA) Companies who want to be in compliance with the NY Wage Parity law.
This document provides an overview of typical compensation structures and benefits in organizations. It discusses components of compensation including base salary, allowances, variable pay, and annual guaranteed cash. It also outlines statutory deductions like provident fund and social security. Some common benefits are described such as group medical coverage, group personal accident insurance, and group term life insurance. Tax exemption possibilities for certain compensation elements are also mentioned.
Families First Coronavirus Response Act (FFCRA) WebinarEmilyBroadbent1
The Families First Coronavirus Response Act (FFCRA) provides for two sources of paid leave for employees in response to the coronavirus epidemic. The act applies to all employers with less than 500 employees. The act is intended to assist employers with recoupment of costs via payroll tax reimbursement. This webinar also will provide information on those credits.
This document provides information about Tinies childcare services in partnership with David Lloyd Kids. It summarizes Tinies' philosophy of providing a safe, caring and stimulating environment for children to explore and develop. It also outlines the standards and policies around staffing, health and safety, meals, parental involvement and expectations. Key points are that Tinies aims to nurture each child's unique skills and personality through play-based learning, maintains high standards of care through qualified and trained staff, and partners with parents in children's development.
This document provides information about nursery care options for children, including private day nurseries, nursery classes or schools, and nursery provision attached to independent schools. It discusses what to look for in a nursery, such as staff qualifications, child to staff ratios, and amenities. The document also provides tips for choosing a nursery, such as considering hours of operation and cost.
The document summarizes proposed changes to an employee policy manual for a municipal government. Key points include:
1) An employee committee spent over a year rewriting and updating the policies which had not been revised in 30 years.
2) The new policy manual includes 7 items that may have a financial impact and require city council approval, including reasonable suspicion drug testing, hiring rates, call back pay, disaster preparedness overtime for exempt employees, a sick leave incentive program, funeral leave, and severance pay.
3) The city manager approved the new employee policy manual in January 2012 and employee training will occur later in the year.
This document contains information for tracking Affordable Care Act (ACA) compliance. It includes sections for entering employee data like name, SSN, and address. Codes are provided for indicating the type of health coverage offered to employees, such as minimum essential coverage providing minimum value offered to the employee and dependents. Instructions are given for determining affordability safe harbors and reporting coverage for variable hour and seasonal employees. The document discusses ACA Track's ability to administer and track dependent information as required by regulations.
1. The document appears to be a final exam for a class covering labor laws and employee benefits in the Philippines. It contains multiple choice and true/false questions testing knowledge of laws around maternity leave, paternity leave, service incentive leave, and workplace injury liability.
2. One essay question asks about the ability of a female employee to return to work during an unexpired maternity leave period. Another asks about the entitlement of an employee who resigned to cash out unused service incentive leave accrued during their employment.
3. The last essay question concerns workplace injury liability for a domestic worker employed by one company but performing duties for another company when injured.
The Payment of Gratuity Act of 1972 requires employers in factories, mines, ports, and other establishments employing 10 or more persons to pay gratuity to their employees. Gratuity is payable when an employee has 5 years of continuous service and is terminated due to superannuation, retirement, death, or disability. Gratuity amount is calculated as 15 days wages for every completed year of service, with a maximum of 3.5 lakhs. Employers must make payment within 30 days of application, and interest is payable for delayed payments. Disputes can be appealed to controlling authorities within time limits defined in the Act.
The document outlines a leave policy that provides various types of paid and unpaid leaves for employees including sick leave, casual leave, earned leave, maternity/paternity leave, and compassionate leave. It details eligibility and limits for each leave type. The policy aims to enable a healthy work-life balance for employees by providing time off for sickness, personal matters, rest, and recreation. It also describes procedures for applying, approving, extending or canceling leave and addresses absences from work.
1. Defined benefit plans allow employees to earn various types of leaves including casual, sick, and privilege leaves.
2. Employees can encash unused leaves either during employment or at retirement. Leave encashment during employment is fully taxable while encashment at retirement is partially tax exempt under Section 10(10AA).
3. For other employees, leave encashment at retirement is exempt up to the minimum of actual encashment, 10 times average salary of last 10 months, Rs. 300,000, or cash equivalent of 30 days unavailed leave per completed year of service calculated on maximum salary.
The document summarizes new laws affecting businesses in Massachusetts. It describes expanded maternity and paternity leave laws, new requirements for paid sick leave for all employees, additional unpaid leave for victims of domestic violence, restrictions on banning personal email use, updated social media policy guidelines, requirements for a "safe harbor" policy on deductions from exempt employees' pay, privacy laws on disclosing employee termination information, requirements for written sexual harassment and EEO policies, employee access to personnel records, and requirements to have a written information security plan to protect personal information.
The Work Opportunity Tax Credit provides businesses an opportunity to claim a tax credit if they hire an employee from a "targeted" group. This guide is a general outline of the tax credit and and the "targeted" group.
LABOUR LAW AND HR General conditions of employment LABOUR ACT CHAPTER 28.1cloudious nyikadzino
This document outlines general conditions of employment in Zimbabwe. It discusses remuneration and deductions, types of leave including sick, maternity and vacation leave, overtime work, and written information that must be provided to employees. Remuneration is set by the National Employment Council and deductions must be justified by law. The document also specifies leave allowances and requirements for written employment contracts.
If you're a small business owner and worried about the new pension rules and regulations this comprehensive guide will help you set-up and manage your new auto-enrolment workplace pension scheme.
A Premium Only Plan (POP) allows employees to pay their portion of health insurance premiums with pre-tax dollars, saving them 22.65-40% in federal, state, and local taxes. Employers also benefit from establishing a POP by eliminating payroll taxes of up to 7.65% on employee premium payments. Any type of business can set up a POP, though owners may not participate directly. A POP can be started at any time during the year, including mid-year, and is especially beneficial during health insurance renewal periods when rates typically increase.
Minimum wage earners in Metro Manila will receive a P10 daily increase in minimum wage, raising it to P466 per day. A labor group called this a "painful joke" and had sought a P85 daily increase. While the labor group rejected the increase as too small, the Department of Labor and Employment argued it balanced relief for workers with business viability. The labor group plans to appeal the decision.
Great Questions and Answers from DOL's Overtime Exemption Webinar 5/26/2016Robson Baker
The Overtime Exempt Webinar from the DOL has offered a follow-up to the many questions that were asked during the presentation. Please take a look and review.
Virginia Energy & Savings Company offers its employees a variety of health and retirement benefit plans. For health insurance, employees can choose between four plans from Anthem BlueCross BlueShield (rated A++) or one HMO plan from Kaiser Permanente. Life insurance provides a death benefit of 1.5 times annual salary. The company fully pays for short-term disability (70% of pay for up to 6 months), while employees pay for long-term disability (60% of pay up to $5,000/month) through payroll deductions. Retirement plans include a defined benefit pension plan and 401(k) plan that employees can contribute to.
This document provides information about new health insurance options through the Health Insurance Marketplace beginning in 2014. It summarizes that the Marketplace allows people to compare and purchase private health insurance, and may offer premium tax credits. While the Marketplace is an option, employer-provided health coverage could affect eligibility for savings. Contact information is provided to learn more about options through the Marketplace or employer plan.
The document discusses the importance of financial planning and provides tips for effective financial planning. It emphasizes starting investments early to benefit from the power of compounding returns. It also stresses the importance of having adequate life and health insurance coverage. The document recommends having specific, measurable, and timed financial goals and working with a financial planner to develop a tailored plan. It highlights that financial planning ensures security for one's future needs such as children's education, retirement, and unexpected expenses.
This document summarizes aspects of the Affordable Care Act (ACA) for employers, including: how to determine if an employer is an applicable large employer subject to the employer mandate; the employer mandate requirements around offering affordable minimum essential coverage; potential penalties for non-compliance; and other ACA provisions impacting employers. It provides an overview of the employer shared responsibility rules, measurement periods, and affordability safe harbors. It also discusses other ACA topics like the individual mandate, essential health benefits, taxes and fees, and grandfathered health plans.
NY Wage Parity Compliance and Your Home Health Care Business.
Crucial information for Home Care and Home Health Aid (HHA) Companies who want to be in compliance with the NY Wage Parity law.
This document provides an overview of typical compensation structures and benefits in organizations. It discusses components of compensation including base salary, allowances, variable pay, and annual guaranteed cash. It also outlines statutory deductions like provident fund and social security. Some common benefits are described such as group medical coverage, group personal accident insurance, and group term life insurance. Tax exemption possibilities for certain compensation elements are also mentioned.
Families First Coronavirus Response Act (FFCRA) WebinarEmilyBroadbent1
The Families First Coronavirus Response Act (FFCRA) provides for two sources of paid leave for employees in response to the coronavirus epidemic. The act applies to all employers with less than 500 employees. The act is intended to assist employers with recoupment of costs via payroll tax reimbursement. This webinar also will provide information on those credits.
This document provides information about Tinies childcare services in partnership with David Lloyd Kids. It summarizes Tinies' philosophy of providing a safe, caring and stimulating environment for children to explore and develop. It also outlines the standards and policies around staffing, health and safety, meals, parental involvement and expectations. Key points are that Tinies aims to nurture each child's unique skills and personality through play-based learning, maintains high standards of care through qualified and trained staff, and partners with parents in children's development.
This document provides information about nursery care options for children, including private day nurseries, nursery classes or schools, and nursery provision attached to independent schools. It discusses what to look for in a nursery, such as staff qualifications, child to staff ratios, and amenities. The document also provides tips for choosing a nursery, such as considering hours of operation and cost.
This document provides guidance on the process of hiring a nanny. It discusses interviewing nannies, including structuring the interview and sample questions. It also covers inducting a new nanny by going over family routines, children's needs and likes/dislikes, and general house information. Finally, it outlines employer responsibilities such as having a job description, contract, and legal obligations around taxes, insurance, and benefits.
The Travelers Rest High School Media Center has several staff members including the media specialist and media clerk. It houses a collection of fiction, non-fiction, magazines, and reference materials that students can check out for varying time periods. The library is open Monday through Friday from 8 AM to 4 PM and students must have a pass and sign in/out when visiting. Various policies outline computer use, copying costs, fines, and lost materials.
This document provides a shopping list for items needed for a new baby. It includes recommendations for nursery equipment like cots, changing tables, and monitors. It also lists essentials for bedding, child safety, feeding, diapering, clothing, and items needed when out in public. The document emphasizes buying minimal quantities initially and emphasizes reusables over disposables where possible. It provides tips on sizing, brands, and which items are truly necessary versus nice to have.
This document provides guidelines for formatting a paper in APA style. It outlines how to format the title page, in-text citations, quotes, references list, and websites. The paper should be typed double-spaced with a running head on every page. In-text citations require the author's name and date, and quotes over 40 words are indented with the author and date above. References are alphabetized by author's last name and use a hanging indentation.
Recorded on May 30, 2013 - This webinar, intended for community workers, gives an overview of workers' rights under the Employment Standards Act, including overtime pay, illegal deductions, termination pay, severance pay, and public holiday pay. It covers steps a worker can take if the employer violates these standards.
Watch an archived recording of this webinar and download copies of presentation materials at
http://yourlegalrights.on.ca/webinar/employment-standards-ontario-workers
This webinar presentation provides an overview of employment rights under the Employment Standards Act of Ontario. It covers minimum wage rates, overtime pay, public holiday pay, termination notice and pay, vacation pay, emergency leave, maternity and parental leave, and how to protect your rights. The presentation encourages workers to contact legal clinics or lawyers if they have questions or encounter issues related to their employment rights.
- Automatic enrolment into workplace pensions will become mandatory for employers starting from October 2012, with requirements being phased in over 4 years.
- Eligible employees who must be enrolled are aged between 22 and state pension age, earning above £7,475 annually. Employers must pay a minimum 3% contribution on qualifying earnings between £5,035 - £33,540.
- Employers can use the National Employment Savings Trust (NEST) pension scheme or their existing occupational schemes to meet these requirements. Non-compliance will result in fines for employers.
- Automatic enrolment into workplace pensions will become mandatory for employers starting from October 2012, with requirements being phased in over 4 years.
- Eligible employees who must be enrolled are aged between 22 and state pension age, earning above £7,475 per year. Employers must pay a minimum 3% contribution on qualifying earnings between £5,035-£33,540.
- Employers can use the National Employment Savings Trust (NEST) pension scheme or their existing occupational schemes to meet these requirements. Employers will be provided guidance and support in complying with their new automatic enrolment duties.
- Automatic enrolment into workplace pensions will become mandatory for employers starting from October 2012, with requirements being phased in over 4 years.
- Eligible employees who must be enrolled are aged between 22 and state pension age, earning above £7,475 per year. Employers must pay a minimum 3% contribution on qualifying earnings between £5,035-£33,540.
- Employers can use the National Employment Savings Trust (NEST) pension scheme or their own occupational pension schemes to meet these requirements. Employers will be assisted by financial advisors on complying with their automatic enrolment duties.
The document summarizes an HR seminar that covered several employment law topics, including the upcoming UK general election, shared parental leave, holiday pay, and obesity as a potential disability. Key points included indications that the Conservatives may introduce significant changes to union rules and replace the Human Rights Act, while Labour may increase statutory paternity leave and the minimum wage. Regarding shared parental leave, mothers must end maternity leave for fathers to take leave, which can be shared in blocks between the child's first and second birthdays. Recent court cases established that holiday pay calculations should include non-guaranteed overtime to comply with EU law. Lastly, the European Court of Justice ruled that obesity could constitute a disability if it hinders
This document provides information to help employers prepare for and comply with upcoming pension auto-enrollment requirements. It outlines what auto-enrollment is, key facts like eligibility criteria and contribution requirements, an implementation timeline, how to identify who needs to be enrolled, associated costs, optional postponement periods, required communications, and jargon. It also describes Standard Life's auto-enrollment solution and credentials.
More employees are self-isolating or working remotely to reduce the spread of the COVID-19 virus. All businesses, regardless of size, will be affected by the government measures for the foreseeable future. As the COVID-19 virus spreads across the UK, the government has introduced measures for employers to continue to pay their employees and to support businesses.
Contingency planning is now part of everyday life for businesses worldwide, especially when it comes to your payroll processing. This kind of planning is useful in any event, whether it be for coronavirus, inclement weather, or train or bus strikes. There are plenty of steps businesses can take to prepare for operational resilience.
Businesses are understandably concerned about the steps they should be taking to manage the risk of COVID-19. We would like to provide reassurance to our customers that BrightPay is well prepared. Many businesses are now putting in place precautionary measures to combat the spread of the virus and to protect their employees. BrightPay can facilitate the option to work from home, which is one of the primary ways businesses are changing the way they operate.
In this webinar, we will cover how employers and payroll bureaus can continue to operate their payroll while they work remotely.
- Employer & Employee Rights
- How to Handle SSP & Covid 19
- Coronavirus Job Retention Scheme & Furlough Leave
- How BrightPay can Facilitate Remote Working
- Q & A
Date: 17th April 2020 | For more information visit https://www.brightpay.co.uk
Automatic Enrolment functionality has been elegantly integrated into Qtac. Setting up your pension scheme, enrolling employees, issuing communication, making contributions and viewing reports – it's all seamless and simple.
Employees need to be automatically enrolled if they:
Are aged between 22 and State Pension Age
Earn more than £10,000 a year (2014/15 limit)
Work in the UK
If a company does not have a qualifying pension scheme then it must introduce one. If the employer doesn’t currently make a contribution to the pension, they will have to by law when they ‘automatically enrol’ entitled workers.
Your clients are responsible for ensuring they have a compliant pension scheme in place and that the correct employees and employers contributions are paid into the scheme.
What’s the reason for auto enrolment? The average life span has increased and people are living a lot longer. These changes to pensions are because the current state pension will just not be sufficient when retiring and therefore trying to encourage people to save for retirement.
Jobholders
Eligible jobholder
The employer must
automatically enrol and make contributions
if using postponement, provide a notification to the eligible jobholder
process any opt-out notice
automatically re-enrol approximately every three years
keep records of the automatic enrolment process
Non-eligible jobholder
The employer must
arrange pension scheme membership if the non-eligible jobholder decides to opt-in, and also make contributions
provide information about the right to opt-in, unless using postponement
if using postponement, the employer must provide a notification to the non-eligible jobholder & keep records of the enrolment process
Entitled worker
The employer must:
arrange pension scheme membership if the entitled worker decides to join
provide information about the right to join, unless using postponement
if using postponement, provide a notification to the entitled worker
keep records of the joining process
A clients choice of automatic enrolment pension scheme could have an impact on the payroll processing time and costs involved.
Some of your clients may have an existing scheme, in this scenario they should ascertain with their pension provider whether it meets automatic enrolment requirements and is therefore classed as a qualifying scheme.
We’ve compiled a list of questions that we’re commonly asked by our clients about automatic enrolment, and answered them on the following slides.
From 'What is automatic enrolment,and does it apply to me?' to 'How do I choose the right pension supplier?' you'll find the most frequently asked questions - and the answers you need.
This document summarizes key provisions of Part III of the Canada Labour Code regarding employment standards for federally regulated workplaces. It covers topics such as hours of work, minimum wage, vacation and holiday pay, young worker provisions, and payment of wages. The Code establishes minimum employment standards that apply regardless of contract provisions and are intended to protect workers' rights to fair conditions. Employers may offer terms above the minimum standards.
1) The UK government is introducing changes to the pension system to address the issue that many people are not saving enough for retirement.
2) Starting in 2012, employers will be required to automatically enroll eligible employees into a workplace pension plan like NEST and contribute a minimum of 3% of earnings between £5,715-£38,185 annually.
3) Employers can choose their own pension scheme if it meets quality standards or they can use NEST, which charges an annual 0.3% management fee and initial 1.8% fee on contributions.
The document summarizes key amendments made to the Maternity Act in India in 2017. It notes that the amendments increase paid maternity leave to 26 weeks from 12 weeks previously. It also provides work from home options after the 26 weeks and mandates crèche facilities for establishments with more than 50 employees. The amendments provide increased benefits to women based on the number of children they have, including 12 or 26 weeks of paid leave. They also extend the same benefits to adoptive or commissioning mothers. The document outlines cash and non-cash maternity benefits provided and some criticisms of placing the financial burden solely on employers.
An Introduction to Auto Enrolment by Qtac
Be confident with:
Work Place Pensions
Auto Enrolment
The Pensions Regulator
Pension Providers
Auto Enrolment Functionality in QTAC Payroll
Planning for Success
What is Auto Enrolment?
‘Workplace Pension Reform’ is the term used to describe the changes to pensions in the UK, where employees are automatically enrolled into an ‘Automatic Enrolment’ pension scheme, as long as they ‘qualify’.
A workplace pension, which is arranged by the employer, is a way for employees to save for retirement. Some workplace pensions are also called ‘occupational’, ‘works’, ‘company’ or ‘work-based’ pensions.
If a company already has a pension scheme they will need to check that it ‘qualifies’ if their plan is to use that scheme as their ‘Workplace Pension’.
Companies who do not currently have a pension scheme setup will need to set up an ‘Auto Enrolment’ scheme. The pension scheme must ‘qualify’ - meaning the employee and employer contributions match or exceed the minimum contributions (detailed later in this document) and also that no restrictions are placed on membership.
Every company will be required to offer employees the chance to join a pension scheme, which both the ‘employee’ and ‘employer’ will contribute in to. The employer has to contribute at least the minimum contribution into the scheme in order for the scheme to qualify.
In most cases the government also add money into the pension scheme in the form of tax relief.
Employees need to be automatically enrolled if they:
Are aged between 22 and State Pension Age
Earn more than £10000 a year (2014/15 limit)
Work in the UK
If a company does not have a qualifying pension scheme then it must introduce one. If the employer doesn’t currently make a contribution to the pension, they will have to by law when they ‘automatically enrol’ entitled workers.
Employers are responsible for ensuring they have a compliant pension scheme in place and that the correct employees and employers contributions are paid into the scheme.
One Year in into the Pension Reform
More than 750,000 members
Over 2,350 employers
Opt outs around 8 per cent
Staging Dates
Each company will have their own staging date, your auto enrolment staging date is determined by the size of your PAYE scheme on the 1st April 2012. Staging dates will be staggered, with larger employers starting sooner and small employers starting later.
How do I find it out? Visit The Pensions Regulators website
Use the Staging Date Calculator
www.thepensionsregulator.gov.uk/
A company can choose to move it’s staging date to an earlier date but it cannot be moved to a later one.
A pension scheme can be setup for employees at any time. You do not have to wait until auto enrolment is introduced.
We recommend that you give yourself plenty of time to prepare for auto enrolment.
This document provides guidance for accountants and their clients on preparing for auto enrolment workplace pension reforms. It outlines the seven steps employers must take, including knowing their staging date, assessing their workforce, reviewing existing pension arrangements, communicating changes, automatically enrolling eligible workers, registering with the Pensions Regulator, and contributing to workers' pensions. It also discusses key considerations like minimum contribution rates, categorizing workers, dealing with personal services contractors, using postponements, opt outs and refunds, and the consequences of non-compliance, which can include fines. The presentation aims to help accountants support their clients in meeting their new auto enrolment duties.
Arizona's 2017 minimum wage and paid sick time law is one of the most complicated in the nation. Wage and hour law in Arizona and around the USA can be confusing. Employers can clarify how to implement new AZ minimum wage and paid sick time law here.
This document provides a brief guide for employers on workplace pension reforms and auto-enrollment requirements in the UK. It outlines employers' legal duties to implement a qualifying pension scheme, automatically enroll eligible employees, and maintain contributions. It explains key concepts like qualifying pension schemes, contribution requirements, categorizing workers, opting out processes, and assessing/re-enrolling employees every three years. It emphasizes that good payroll software should be able to help employers manage these auto-enrollment processes.
Employment Rights & Responsibilities Presentationdbtraining
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.
The document provides an update on tax, VAT, and employment issues for winter 2022. Key highlights include:
- The corporate tax rate will increase to 25% for profits over £250,000 from April 2023. Capital allowances and R&D tax credits will also change.
- VAT registration thresholds will remain frozen at £85,000 and £83,000 from April 2024. National minimum wage will increase to £10.42 per hour.
- The Supreme Court ruled that the 12.07% method for calculating holiday pay for zero-hours workers is incorrect, and pay should be based on average weekly earnings over the previous year instead.
- Working from home arrangements and implications for taxes,
Covid19 guidance for multiemployer plans and labor unions webinarWithum
COVID-19 Guidance: Multiemployer Plans and Labor Unions
In this webinar we talk about how COVID-19 is impacting Multiemployer Plans and Labor Unions, including relief programs and FAQs
Tinies nursery in York located at David Lloyd York,St. Johns Playing Fields,Off Hull Road provides excellent standards ensuring the Health & Safety, Development and Wellbeing of childrens.
Tinies Yorkshire was contracted to provide childcare services for a parenting course at a Surestart Centre. They were required to run a creche for up to 10 children aged 5-10 years old once a week for 12 weeks. Tinies supplied qualified childcare staff including a teacher to supervise activities and ensure the children had fun and released energy through indoor and outdoor games, arts and crafts, singing and reading. Tinies liaised with the training provider and center to ensure their requirements were clear and met each week, and the client provided positive verbal feedback thanking Tinies for their help and support.
Tinies Crèches was hired to provide 20 event nannies to care for children at a solicitors' partners family day event held at a hotel in Buxton, Derbyshire. The nannies were responsible for supervising individual children, communicating with parents, overseeing meals and activities, and helping with bedtime routines. Feedback from the client praised Tinies for their efficiency, organization, and professionalism in providing childcare support over the two day event.
Tinies Crèche provides play workers for the visits hall play area at HMP Addiewell prison in Scotland to engage children in activities like arts and crafts, games, and story time while their parents visit inmates. The play area serves children from newborns to 12 years old. Play workers receive first aid training and must create a safe, stimulating environment despite security restrictions. They support families by helping children and prisoners bond during limited contact visits on weekends. Client feedback praises Tinies Crèche for their dedicated, professional staff over the last three years.
Tinies Crèches provides childcare support for parents enrolled in Family Learning programmes run by Halton Borough Council. They offer 10-12 crèche sessions per week across different schools and community venues, allowing parents to access educational opportunities while their children are cared for. Trained staff use mobile kits to set up stimulating activities promoting preschool learning. Parents and educational providers praised Tinies Crèches for enabling access to courses and reaching new families.
Tinies Crèches was hired to provide childcare for 100 children at a wedding event held at Blackpool Tower in Lancashire. They set up areas for activities, meals, and entertainment. Tinies Crèches cared for the children for six hours and also provided a chaperone service for older children. Both the client and Blackpool Tower management provided positive feedback, praising Tinies Crèches for their professionalism and flexibility in caring for the large number of children.
Raising children is challenging but rewarding. Parents should focus on listening to their children, showing affection, and setting clear rules and boundaries. Doing so will help children develop self-esteem and respect for others as they grow into responsible adults.
The article discusses a new study that found that children who attend daycare may have better social skills and be more outgoing compared to children who do not attend daycare. Researchers studied over 1,300 children from ages 2-4 and found that those who spent more time in daycare on a weekly basis demonstrated more advanced social skills, such as cooperating, helping, and communicating with other children and adults. However, the researchers note that more research is still needed to fully understand both the benefits and potential risks of non-parental childcare.
The article discusses the growing popularity of agritourism in Italy, where farms now offer city dwellers and tourists experiences such as cooking classes, wine tastings, and overnight stays in restored farmhouses. Agritourism allows small farms to diversify their income sources and stay in business, while also helping preserve rural traditions and landscapes. It has become a major driver of tourism in many Italian regions.
The document appears to be a record of an event that took place in December 2009. No other details are provided about the event, its purpose, attendees, or outcomes. The single word "Event" and date "12/2009" give only the most basic information with no context about the nature or significance of the event mentioned.
This document is a timesheet for a temporary childcare staff member working for a client. It records the start and end times and total hours worked each day of the week, excluding lunch breaks, and requires signatures from the temporary staff member and an authorized person to verify the hours. The completed timesheet needs to be returned to the local childcare agency branch by the following Monday at 10am.
The document provides information on registering as a nanny on the Ofsted Childcare Register. It outlines the benefits of registering, eligibility requirements, application process, fees, suitability assessment, possible refusal of registration, ongoing responsibilities after registration and how to withdraw from registration. The nanny is responsible for applying and paying fees but the employer benefits, so it is recommended the employer pays the costs.
This document is a daily schedule for a caregiver that includes the times and places of appointments and activities for the day, planned meals and snacks, scheduled sleep times and durations, any comments, to-do's for the next day, and that the caregiver will be babysitting tonight from a specified start time to end time.
This document provides information on various childcare options and tips on when to start looking. It discusses childcare that can take place in the home like nannies, mother's helps, nanny shares, and au pairs. It also discusses childcare outside the home like day nurseries, childminders, pre-schools, nursery schools, and before and after school care. The document advises starting to research and search for childcare well in advance as different options have varying notice periods and availability.
The document discusses the benefits of sign language for babies and young children. It describes how sign language can help with language acquisition, cognitive development, behavior management, and reduced frustration by allowing children to communicate before speaking. The author recommends starting to introduce signs before birth and continuing through age 6. Resources for learning sign language include books, DVDs, online programs, and local signing groups or college courses.
The document provides information about Mobile Creche services and activity ideas for children. It discusses how Mobile Creche services allow parents to attend events while their children are cared for. It lists important questions to ask potential Mobile Creche providers about staffing ratios, risk assessments, insurance, and policies/procedures. The document concludes by offering several game and activity suggestions that could be used in a Mobile Creche setting, including higher/lower number games, a "space invaders" physical game, and a team drama/acting activity called "guess the scene."
Planning the perfect wedding can be stressful but focusing on what really matters - your love for each other - will help you have a wonderful day. Keep your guest list small and intimate, choose affordable decorations that reflect your style, and spend your budget on good food and drinks rather than expensive favors or other non-essentials. Most of all, remember this day is about celebrating your commitment with those closest to you.
This document is a timesheet for a temporary childcare staff member working for a client. It records the start and end times and total hours worked each day of the week, excluding lunch breaks, and requires signatures from the temporary staff member and an authorized person to verify the hours. The completed timesheet needs to be returned to the local childcare agency branch by the following Monday at 10am.
The document provides information about different nursery care options, what to look for when choosing a nursery, and the process of paying for nursery care. It discusses private day nurseries, nursery classes/schools, and nursery provision attached to independent schools. It covers important factors like qualifications of staff, child to adult ratios, activities, security, and settling children in. The document advises starting your nursery search early due to waiting lists and provides questions to ask nurseries and what nurseries may ask parents. It notes that nursery fees vary and are usually paid in advance by direct debit.
This presentation was provided by Rebecca Benner, Ph.D., of the American Society of Anesthesiologists, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
Temple of Asclepius in Thrace. Excavation resultsKrassimira Luka
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
🔥🔥🔥🔥🔥🔥🔥🔥🔥
إضغ بين إيديكم من أقوى الملازم التي صممتها
ملزمة تشريح الجهاز الهيكلي (نظري 3)
💀💀💀💀💀💀💀💀💀💀
تتميز هذهِ الملزمة بعِدة مُميزات :
1- مُترجمة ترجمة تُناسب جميع المستويات
2- تحتوي على 78 رسم توضيحي لكل كلمة موجودة بالملزمة (لكل كلمة !!!!)
#فهم_ماكو_درخ
3- دقة الكتابة والصور عالية جداً جداً جداً
4- هُنالك بعض المعلومات تم توضيحها بشكل تفصيلي جداً (تُعتبر لدى الطالب أو الطالبة بإنها معلومات مُبهمة ومع ذلك تم توضيح هذهِ المعلومات المُبهمة بشكل تفصيلي جداً
5- الملزمة تشرح نفسها ب نفسها بس تكلك تعال اقراني
6- تحتوي الملزمة في اول سلايد على خارطة تتضمن جميع تفرُعات معلومات الجهاز الهيكلي المذكورة في هذهِ الملزمة
واخيراً هذهِ الملزمة حلالٌ عليكم وإتمنى منكم إن تدعولي بالخير والصحة والعافية فقط
كل التوفيق زملائي وزميلاتي ، زميلكم محمد الذهبي 💊💊
🔥🔥🔥🔥🔥🔥🔥🔥🔥
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) CurriculumMJDuyan
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
Elevate Your Nonprofit's Online Presence_ A Guide to Effective SEO Strategies...TechSoup
Whether you're new to SEO or looking to refine your existing strategies, this webinar will provide you with actionable insights and practical tips to elevate your nonprofit's online presence.
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
1. Advice for Parents
on Statutory Sick Pay, Statutory Maternity Pay,
Redundancy Pay and Holidays
2. This is a very brief overview of the basics of the law relating to
these issues. It is not meant to be taken as full legal advice on
these issues. Tinies does not accept any responsibility if an
individual acts on the below to their detriment without seeking
legal advice from an independent lawyer.
Statutory Sick Pay (SSP)
As an employee nannies are entitled to SSP if they are sick for three days or more.
• Normally the three waiting days do not include non-working days (weekends or days not
normally worked) i.e. they have to have been sick during their working days
• The three working days lost prior to SSP commencing are paid at the employer’s
discretion. This means that you do NOT have to pay the employee’s normal salary on
those 3 days.
th
• It is the 4 day that triggers the SSP pay.
• The current rate of SSP (tax year 2011/2012) is £81.60 per week and can be paid
instead of normal rate of pay. Employees are entitled to 28 weeks SSP.
• The employer may be able to reclaim some of the costs from the state (check with your
payroll company).
Statutory Maternity Pay (SMP)
If a nanny has been working for the same employer for at least nine months prior to the baby’s
due date the employer is obliged to administer SMP on their behalf
• Most employees are entitled to both Ordinary Maternity Leave OML (26 weeks) plus
Additional Maternity Leave AML (a further 26 weeks on top) - it is up to the employee if
they decide to take the AML
• Normally only 39 weeks are payable through SMP
• For the first 6 weeks of the maternity pay period nannies are entitled to 90% of their
gross wage
• For the subsequent 33 weeks they are entitled to £124.72 gross per week (tax year
2011/2012)
• If they choose to resume their employment following the maternity leave they are fully
entitled to do so, with the same terms and conditions as before. That means that they
can come back to the same job, but it does not mean that they can insist on coming
back on a part time basis or with their own child.
• In most cases the employer can reclaim all costs of operating and paying
SMP from HMRC
• Please note that there are specific laws relating to the entitlement of the employee to
claim non-pay benefits whilst on maternity leave (both OML and AML), such as holiday
entitlement, gym membership, company car or company mobile.
Free resources provided by www.tinies.com - email info@tinies.com for further details
3. There are some excellent websites available for both employees and employers looking for
advice on maternity rights:
• www.worksmart.org.uk/rights/maternity_leave
• www.direct.gov.uk/en/Employment/Employees/WorkAndFamilies/DG_10029285
• www.businesslink.gov.uk - Go to the home page, Employing People/Managing Your
Staff/Work and Families
Redundancy Pay
Nannies are, like all other employees, entitled to redundancy pay as long as they have been in
continuous employment for a minimum of two years and providing they are not on a fixed-term
contract.
The minimum Statutory Redundancy pay entitlements are as follows:
• Between ages 18-21 – you qualify for ½ week’s pay (or £200, whichever is lower) for
every year worked
• Between ages 22-40 – you qualify for 1 week’s pay (or £400, whichever is lower) for
every year worked
• Between ages 41 to retirement – you qualify for 1 ½ week’s pay (or £600, whichever
is lower) for every year worked.
The employer is free to pay more at their own discretion; however they cannot reclaim any part
of the costs from the state
Holiday Pay
All employees who work full time are entitled to 28 days leave in a year. That means all
employees are entitled to 5.6 weeks holiday per year if they are working full time. An employer
can stipulate that 8 of those days must be taken on the bank holidays.
Part-time employees who want to find out how much holiday they are entitled to should simply
multiply the number of days or hours they work each week by 5.6.
All information and advice contained in this
resource are meant as guidance only.
Free resources provided by www.tinies.com - email info@tinies.com for further details