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Many businesses these days have a payroll system to deal with staff wages, and as such, it is not uncommon for small errors to be made. If you do find that you have overpaid an employee, where do you stand in being able to recover such monies?
Would you like to take advantage of our free 15 minute employment contracts review? Employment law is one of the fastest changing areas of UK law. A continuous stream of new legislation and developments make it difficult for employers to keep up to date. That’s our job!
Performance management has a significant role to play in enhancing organisational performance, and it is a staffing issue that nearly every business owner or manager will have to deal with at some point in their working life.
We are pleased to announce that our outsourced HR Service, The Employment Protection Scheme (EPS) can now help Dentists to prepare for their NHS inspections.
As there is no legal definition of an employed or self employed person, there is an abundance of case law that has sought to deal with the many situations where a person’s employment status is in doubt.
As an employer, not only is it a matter of referring to your contracts of employment, but it also depends on the actual working arrangements of the individual.
A recent case heard in the Employment Appeal Tribunal (EAT) has held that dismissing an employee who refused to agree to a pay cut was fair.
Garside & Laycock Limited had highlighted that they required to cut costs to increase their margins, and as such, requested that each employee agree to a 5% pay cut.
Mr Booth was the only employee out of a total workforce of 77 who refused the pay cut, and as a result, he was dismissed.
The National Union of Teachers (NUT) and the Association of Teachers and Lecturers (ALT) have announced that last minute crunch talks with the Government to protect their pensions have been unsuccessful, and as such, they have no other option but to go ahead with their planned strike on Thursday.
Whether a school is completely closed or partly closed will depend entirely on the proportion of the staff who are members of the striking unions.
You would be forgiven for feeling a sense of déjà vu over the Government’s recent consultation on Parental Leave , particularly given that laws governing parent leave were only altered in April. Rather than following its strapline aim of “Modernising Workforces”, the Government’s proposals once again appears to tether the employer in incommodious red tape.
