Older Employees – Organisational Asset or Liability?

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Shortage of People and Skills Ahead In recent years the focus has been on apprenticeships and job opportunities for young people, which are both important.  However, that has distracted managers from another pressing issue – the skills and ‘corporate glue’ provided by older workers.  The number of young people coming into the workforce is shrinking.  […]

Distracting but Necessary Compliance Issues to Address

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In this quarter, senior managers will have to grapple with a flurry of issues that do not further the organisation’s goals but which need to be addressed to avoid potential adverse publicity and other consequences. Peripheral Issues to be Addressed The following matters will need to be considered in the coming months as the implementation […]

Dispute on the Pay and Conditions of Junior Doctors

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{Editor’s Note 05/09/2019 – this article was originally published on 7th January 2017 on our Facebook company page. Several broken links referring to this article were discovered. Those have been rectified by publishing the article here as well for ease of reference by our readers.} Industrial action for later this month has been announced to […]

The Minimum Wage has a Nasty Bite

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True Cause or Excuse The minimum wage is well known but there are still some employers, across many sectors, who choose to skate on thin ice.   Those organisations fail to pay the correct amount because of: Insufficient funds; Failure to take into account all the operational hours expected of staff; Ignorance; An “I’ll chance it” […]

Sports Direct – the Dilemma of Organisational Flexibility

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[Text amended August 2018] Many organisations need flexibility in staffing to accommodate seasonal and other variations in workload, product launches, staff holidays and illness etc. To meet such needs, senior managers should be able to introduce a range of contracts such as variable hours, zero hours, temporary and/or fixed term contracts and/or use agency workers. […]

ACAS Disciplinary Code Diluted

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This article was first published in our temporary blog When the unfair dismissal legislation was introduced in 1974, the onus was on the employer to demonstrate that the reason for dismissal was fair in all the circumstances and that a fair procedure had been adopted when deciding whether or not to dismiss an individual. The […]