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I’m just back in the office after our Employment Law Breakfast Briefing and my head’s buzzing with information!
We’ve been running the briefings in conjunction with Hegarty LLP Solicitors for more than a decade and now regularly have 200 people attending.
It takes a lot of work to co-ordinate but it’s so worthwhile.
Hegarty’s employment law experts Tim Thompson and Martin Bloom deliver the actual briefing. The subject this time was the introduction of the Equality Bill on Friday which will spell the final curtain for a host of other legislation including the sex, race and disability discrimination acts.
Having listened carefully to Tim and Martin this morning, I have to say I think the new Bill is breath of fresh air. As Martin explained, in layman’s terms for all of us non-legal delegates, the overall principle of the new rules is ‘fairness’.
The objective of the bill is that everyone has the right to be treated fairly and to fulfil their potential.
There was lots of talk of ‘protected characteristics’ - the new buzz phrase apparently. Protected characteristics are all the things that make us individual – our sex, race, sexuality, disabilities, marital status… Under the new Equality Bill employers – and potential employers – can no longer single anyone out for discrimination on any of those grounds.
While the protected characteristics encompass a wider spectrum than the previous laws covered – particularly including marital and civil partnership status, gender resassignment and pregnancy and maternity leave – it does seem to be a much easier to understand ‘catch all’ bill which, from an HR point of view, should make life a little simpler.
Lots more to blog about on this subject over the coming days…
01733 235298
Contact Details
Anne Corder Recruitment
25 Commerce Road
Equinox
Lynch Wood
Peterborough
PE2 6LR
T: 01733 235 298
E:
mail@annecorder.co.uk
Tuesday, 28 September 2010
Thursday, 16 September 2010
Salary survey results revealed
* Guest blog from Nel Woolcott, Recruitment Partner
At last – some evidence to back up what we’ve been noticing over recent months. The results of our annual Local Market Salary Survey have been collated. And they show an average two per cent increase in wages over the past 12 months.
That may not sound a lot but bearing in mind last year’s survey revealed a 3.6 per cent downturn it’s definitely a reason to be cheerful.
The other significant thing to mention is the number of businesses which took part in this year’s survey – 32 – which is a third more than last year. The conclusion we’ve drawn from this is that companies are keen to buy in to key decision making tools, which is what we like to think the survey is.
Contributors receive detailed reports showing how their salary scales match up to other companies in the same sector. They provide the perfect benchmark when setting salary levels. This is now more important than ever as companies have to position themselves as employers of choice to attract the right candidates to lead them out of the recession.
We’ve noticed a sea change in candidates’ attitudes. With the slight upturn in the economy, candidates do now feel like they can pick and choose roles – certainly to a bigger extent than they could last year when it was a case of ‘any job’ rather than ‘that job’.
Employee retention is vital too – especially for those companies who were forced to shed jobs. They need to hold on to those who are left.
There were fluctuations in the results, as always, with secretarial and admin staff receiving the biggest rise – five per cent - on average. And, drilling down to specific roles - call centre advisers were the biggest winners with an average increase of 10.3 per cent.
To register an interest in taking part in next year’s survey please email us.
At last – some evidence to back up what we’ve been noticing over recent months. The results of our annual Local Market Salary Survey have been collated. And they show an average two per cent increase in wages over the past 12 months.
That may not sound a lot but bearing in mind last year’s survey revealed a 3.6 per cent downturn it’s definitely a reason to be cheerful.
The other significant thing to mention is the number of businesses which took part in this year’s survey – 32 – which is a third more than last year. The conclusion we’ve drawn from this is that companies are keen to buy in to key decision making tools, which is what we like to think the survey is.
Contributors receive detailed reports showing how their salary scales match up to other companies in the same sector. They provide the perfect benchmark when setting salary levels. This is now more important than ever as companies have to position themselves as employers of choice to attract the right candidates to lead them out of the recession.
We’ve noticed a sea change in candidates’ attitudes. With the slight upturn in the economy, candidates do now feel like they can pick and choose roles – certainly to a bigger extent than they could last year when it was a case of ‘any job’ rather than ‘that job’.
Employee retention is vital too – especially for those companies who were forced to shed jobs. They need to hold on to those who are left.
There were fluctuations in the results, as always, with secretarial and admin staff receiving the biggest rise – five per cent - on average. And, drilling down to specific roles - call centre advisers were the biggest winners with an average increase of 10.3 per cent.
To register an interest in taking part in next year’s survey please email us.
Thursday, 26 August 2010
Best Business Student Award
In the week even high achievers struggled to secure university places, we were delighted to be able to give Peterborough Regional College student Chris Burling that extra something to set himself apart.
Chris was the winner of the Best Business Student award at Peterborough Regional College – an award we have sponsored for the last two years.
According to his tutors when Chris started his BTec course ‘he had very little self-confidence’. But they said ‘he applied himself well to his studies… is well motivated and has achieved excellent attendance’. They also said his ‘self confidence has grown…. And he has given verbal presentations and led groups which have helped him to develop’.
He was unable to attend the official presentation evening because he was working – he’s a part time swimming instructor at the pool near his home in Godmanchester.
That’s a demonstration of Chris’ work ethic which also resulted in a string of distinctions and merits throughout his course.
He was a charming young man, very polite. He’s now looking for some more part time work to gain some practical work place experience before going to Northampton University next year to study accountancy and finance.
He wasn’t the most academic student, or the most confident but he applied himself and, as a result, was chosen to receive the award, a valuable addition to his CV.
There’s a lesson in there for teenagers who are starting to despair about their chances of gaining a solid grounding from which to launch a future career. Academia is important but demonstrating a good work ethic and developing as a person is just as vital.
Chris was the winner of the Best Business Student award at Peterborough Regional College – an award we have sponsored for the last two years.
According to his tutors when Chris started his BTec course ‘he had very little self-confidence’. But they said ‘he applied himself well to his studies… is well motivated and has achieved excellent attendance’. They also said his ‘self confidence has grown…. And he has given verbal presentations and led groups which have helped him to develop’.
He was unable to attend the official presentation evening because he was working – he’s a part time swimming instructor at the pool near his home in Godmanchester.
That’s a demonstration of Chris’ work ethic which also resulted in a string of distinctions and merits throughout his course.
He was a charming young man, very polite. He’s now looking for some more part time work to gain some practical work place experience before going to Northampton University next year to study accountancy and finance.
He wasn’t the most academic student, or the most confident but he applied himself and, as a result, was chosen to receive the award, a valuable addition to his CV.
There’s a lesson in there for teenagers who are starting to despair about their chances of gaining a solid grounding from which to launch a future career. Academia is important but demonstrating a good work ethic and developing as a person is just as vital.
Thursday, 12 August 2010
Unemployment figures
The number of people working in the UK has jumped by the largest amount in more than two decades. Unemployment now stands at 2.46 million.
But in an interesting twist the figures show the rise in employment was lead by a record number of part-timers and people aged over 65 remaining in work.
That ties in with our experience.
The number of opportunities has increased – certainly since this time last year – which is good news. But many employers are remaining cautious and preferring to take on temporary or contract staff. Often the thinking is that, if all goes well, the person will be offered a permanent contract but, for the moment, they’re reluctant to make a wholesale commitment.
And, from the other side, we’re finding that candidates winning at interview are the ones who are flexible and happy to consider temporary or contract opportunities – rather than the ones holding out for full time permanent positions.
While these kind of roles don’t offer long – or even medium – term security they can be a valuable stepping stone and a way back into the workplace and we often advise candidates to seriously consider them.
The other thing we advise is a positive approach – in fact, you might have seen me saying just that on the Anglia Television news bulletins on Wednesday. However frustrating it is answering the same questions for the 20th time you have to approach each interview as if it’s your first – but with the benefit of having done dress rehearsals!
Anglia approached us to talk about the employment situation in Peterborough – something we like to think we know quite a lot about! One of our candidates was interviewed on camera too, talking about the difficulties of finding the right kind of work.
You can watch the full report by clicking here.
But in an interesting twist the figures show the rise in employment was lead by a record number of part-timers and people aged over 65 remaining in work.
That ties in with our experience.
The number of opportunities has increased – certainly since this time last year – which is good news. But many employers are remaining cautious and preferring to take on temporary or contract staff. Often the thinking is that, if all goes well, the person will be offered a permanent contract but, for the moment, they’re reluctant to make a wholesale commitment.
And, from the other side, we’re finding that candidates winning at interview are the ones who are flexible and happy to consider temporary or contract opportunities – rather than the ones holding out for full time permanent positions.
While these kind of roles don’t offer long – or even medium – term security they can be a valuable stepping stone and a way back into the workplace and we often advise candidates to seriously consider them.
The other thing we advise is a positive approach – in fact, you might have seen me saying just that on the Anglia Television news bulletins on Wednesday. However frustrating it is answering the same questions for the 20th time you have to approach each interview as if it’s your first – but with the benefit of having done dress rehearsals!
Anglia approached us to talk about the employment situation in Peterborough – something we like to think we know quite a lot about! One of our candidates was interviewed on camera too, talking about the difficulties of finding the right kind of work.
You can watch the full report by clicking here.
Wednesday, 4 August 2010
Agency Workers Regulations: do we have to provide temps with car parking spaces?
* Guest blog from Nel Woolcott, Recruitment Partner
I’m still wading through the comprehensive notes I made following our Breakfast Law Briefing where Tom Hadley, director of external communications for the REC spoke.
His presentation on the Agency Workers Regulations was excellent – he was obviously incredibly knowledgeable, and very passionate, about his subject.
He shared some very interesting points and valuable insights.
He has been involved in high level discussions about the finer points of the Regulations which will be in place by October 2011.
The Regulations overall say that, after a 12 week assignment, temporary workers must receive comparable pay and benefits to a permanent employee doing the same job.
It’s the ‘benefits’ part of that which could be the most challenging part for employers to manage.
According to Tom the discussions and feedback they have had is that generally it is felt temporary staff won’t quibble over the odd few pennies an hour difference in their salary to that of employed staff.
“It’s collective facilities which can become a big issue, things like access to the canteen, on-site gym or car park,” Tom told our seminar.
Generally, the regulations will give temps the right to enjoy those perks, if staff do. But there is a ‘get out’ clause for employers. If the number of car park spaces is restricted or the gym is very small for instance employers won’t be obliged to offer the facility to temp workers.
It is those kinds of issues which we will be discussing with our clients before the cut off date of October 2011 to ensure they have a transparent policy in place.
I’m still wading through the comprehensive notes I made following our Breakfast Law Briefing where Tom Hadley, director of external communications for the REC spoke.
His presentation on the Agency Workers Regulations was excellent – he was obviously incredibly knowledgeable, and very passionate, about his subject.
He shared some very interesting points and valuable insights.
He has been involved in high level discussions about the finer points of the Regulations which will be in place by October 2011.
The Regulations overall say that, after a 12 week assignment, temporary workers must receive comparable pay and benefits to a permanent employee doing the same job.
It’s the ‘benefits’ part of that which could be the most challenging part for employers to manage.
According to Tom the discussions and feedback they have had is that generally it is felt temporary staff won’t quibble over the odd few pennies an hour difference in their salary to that of employed staff.
“It’s collective facilities which can become a big issue, things like access to the canteen, on-site gym or car park,” Tom told our seminar.
Generally, the regulations will give temps the right to enjoy those perks, if staff do. But there is a ‘get out’ clause for employers. If the number of car park spaces is restricted or the gym is very small for instance employers won’t be obliged to offer the facility to temp workers.
It is those kinds of issues which we will be discussing with our clients before the cut off date of October 2011 to ensure they have a transparent policy in place.
Monday, 19 July 2010
Work shy students? It’s a myth
Guest blogger ACR Business Coordinator Claire Latham
It’s holiday time – great news for your staff probably not such good news for you. If your office is anything like ours, despite the best laid plans, we often find ourselves with a spell over schools holidays where we’re more short handed than we’d like to be.
We regularly stop the gaps, as it were, with students.
We get a lot of university students, and post A’ level students, registering with us in the run up to the summer holidays. Most are looking for short term work either to pay off student debts or maybe to fund a summer holiday.
For them, temporary work has many benefits. First and foremost, it pays! Secondly, it’s a great opportunity to get a peek inside a sector they may be interested in working in in the future. Thirdly, it looks good on their CV to have work experience under their belt.
For you, as an employer, taking on temporary staff over the summer spell can pay real dividends.
We have temps on our books able to cover a huge range of disciplines – from simply answering phones and taking messages, to meeting and greeting, to carrying out detailed project work or overseeing a department in the manager’s absence. That means there’s no need for a department to be partially closed, or on a go-slow, over the summer.
Temps can be taken on for as long or short a period as you need. One client found their two receptionists had holidays which overlapped by a day. We were able to provide them with a temp to cover that one shift.
We find students are often given excellent feedback by companies – they’re keen to make a good impression with a view to further work in the future, they’re new to the business so often able to inject something fresh to the mix and, if they’re forward-thinking enough to register with a recruitment agency, it tends to mean they’re not shy of hard work!
It’s holiday time – great news for your staff probably not such good news for you. If your office is anything like ours, despite the best laid plans, we often find ourselves with a spell over schools holidays where we’re more short handed than we’d like to be.
We regularly stop the gaps, as it were, with students.
We get a lot of university students, and post A’ level students, registering with us in the run up to the summer holidays. Most are looking for short term work either to pay off student debts or maybe to fund a summer holiday.
For them, temporary work has many benefits. First and foremost, it pays! Secondly, it’s a great opportunity to get a peek inside a sector they may be interested in working in in the future. Thirdly, it looks good on their CV to have work experience under their belt.
For you, as an employer, taking on temporary staff over the summer spell can pay real dividends.
We have temps on our books able to cover a huge range of disciplines – from simply answering phones and taking messages, to meeting and greeting, to carrying out detailed project work or overseeing a department in the manager’s absence. That means there’s no need for a department to be partially closed, or on a go-slow, over the summer.
Temps can be taken on for as long or short a period as you need. One client found their two receptionists had holidays which overlapped by a day. We were able to provide them with a temp to cover that one shift.
We find students are often given excellent feedback by companies – they’re keen to make a good impression with a view to further work in the future, they’re new to the business so often able to inject something fresh to the mix and, if they’re forward-thinking enough to register with a recruitment agency, it tends to mean they’re not shy of hard work!
Friday, 9 July 2010
Student support a pleasure
We were pleased to be able to support Peterborough Regional College’s student awards again this year.
The ceremony – a rather glittering affair – is a wonderful opportunity to celebrate the achievements of students.
Karen Dykes from ACR attended the event to mark our sponsorship of the Best Business Student award which was won by Chris Burling.
With budgets tight across the board, this kind of support of local activities can often fall off the list of business’ priorities. We’ve always taken the view that when times are tough, it remains a vital investment in the future – both for us and for the students who deserve a hand up the ladder.
Seeing the pride with which they received their awards was, Karen said, ‘heartwarming’.
The students were treated to some inspirational food for thought too from special guest Ade Adepitan. He survived polio as a younger and now has a career as an international wheelchair basketball player and TV presenter.
Definitely a worthwhile event to be involved with – and an enjoyable one to attend.
And just a quick mention: We’re a team here at ACR and we’re all involved in many different aspects of the business. With that in mind, although this is officially ‘my blog’, I thought it might be good to give others the chance to speak out – in a ‘guest blogger’ role. So, over the coming weeks, others will be penning some words for this page, sharing their thoughts and ideas. They’ll get a name check so you know who they are.
The ceremony – a rather glittering affair – is a wonderful opportunity to celebrate the achievements of students.
Karen Dykes from ACR attended the event to mark our sponsorship of the Best Business Student award which was won by Chris Burling.
With budgets tight across the board, this kind of support of local activities can often fall off the list of business’ priorities. We’ve always taken the view that when times are tough, it remains a vital investment in the future – both for us and for the students who deserve a hand up the ladder.
Seeing the pride with which they received their awards was, Karen said, ‘heartwarming’.
The students were treated to some inspirational food for thought too from special guest Ade Adepitan. He survived polio as a younger and now has a career as an international wheelchair basketball player and TV presenter.
Definitely a worthwhile event to be involved with – and an enjoyable one to attend.
And just a quick mention: We’re a team here at ACR and we’re all involved in many different aspects of the business. With that in mind, although this is officially ‘my blog’, I thought it might be good to give others the chance to speak out – in a ‘guest blogger’ role. So, over the coming weeks, others will be penning some words for this page, sharing their thoughts and ideas. They’ll get a name check so you know who they are.
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