MorNews

CLARITY IN HUMAN RESOURCES

Making your people resources work for you

Welcome to this edition of MGHRs newsletter, MorNews. This edition covers upcoming legislation scheduled in the New Year, recent news and some information on our Health & Safety Service. We would also like to welcome our new HR Assistant Charlotte Mayer-Elliott who has joined us part time whilst studying Human Resource Management at the University of Portsmouth.

Issue 25, January 2014

NEW LEGISLATION
Tribunal Awards Increase April 2014 Employment Tribunals will be able to impose an additional financial penalty of up to 5000 on employers found to have breached an employees employment rights

Flexible Working Spring 2014 Government plans to extend right to flexible working to all employees Employers will have a duty to consider all requests Requests can be refused on business grounds

For further information, see associated paragraph

CHANGES TO EMPLOYMENT TRIBUNAL PROCEDURE

Early Conciliation April 2014 The aim of the change is to enable the parties to reach a settlement through conciliation at the earliest opportunity achieving a quicker, cheaper and less stressful outcome than a Tribunal hearing. From 6 April claims will be subject to a mandatory period (provisionally set at one month) during which ACAS will attempt conciliation between the parties. The time limit for bringing the claim (generally three months) will effectively be suspended for this month. Claimants will only be able to continue with their claim once ACAS has issued a certificate saying that a settlement is unlikely at this stage. This is likely to mean cases will take longer to get to a Tribunal

When lodging a claim to the Tribunal all claimants will need to notify ACAS. Conciliation will be offered.

Statutory Benefit Rates Proposed Increase April 2014 Statutory Sick Pay from 86.70 to 87.55 Statutory Maternity Pay from 136.78 to 138.18 Statutory Paternity Pay from 136.78 to 138.18 Statutory Adoption Pay from 136.78 to 138.18

Early Conciliation should help resolve the majority of workplace disputes which may lead to an Employment Tribunal, including: Unfair dismissal claims Workplace discrimination Redundancy payments or disputes around selection procedures Deductions from wages or unpaid notice/holiday pay Rights to time off or flexible working Equal pay

However, parties will still retain the right to go to a Tribunal if conciliation is not successful.

EXTENSION OF FLEXIBLE WORKING FROM 6 APRIL

The right to request flexible working is

MorlanGil Recent News

HEALTH & SAFETY AUDIT
Paula Dolton has recently successfully conducted a Health & Safety Audit for a manufacturing company We are now involved in a number of Redundancy & Selection Assignment.

RECENT EMPLOYMENT TRIBUNAL CLAIM

We are pleased with the outcome of a recent Employment Tribunal claim in which we helped a client reach a successful Pre-Tribunal settlement which was substantially less than the original claim.

extended to all employees (not just those with parental responsibility for a child, or caring responsibilities for an adult); Also the requirement for an employer to deal with the request in accordance with the statutory procedure is replaced with a requirement to "deal with the application in a reasonable manner"; and the employer is required to notify the employee of its decision within a "decision period" of three months of the application (or longer if this is agreed). The 26-week qualifying period for employees to make a request for flexible working is retained. The Government has also decided to keep the restriction that means that employees can make only one flexible working request in any 12month period. Further information can be obtained from Jim.

to increase the percentage of the financial penalty to 100%, which will raise the maximum fine to 20,000. MPs are expected to back the proposal, with the new fines coming into force next month (February). In a further move, the Government wants to bring in legislation at the earliest opportunity so the maximum 20,000 penalty can apply to each underpaid worker.

To arrange a chat or further information, please contact Jim or Paula at the address below. MGHR is a dedicated consulting company which designs and delivers bespoke human resources solutions. We work with organisations to recruit, manage and retain high performing staff. This includes ensuring recruitment processes are successful and cost effective, that staff perform to the best of their ability and potential, and that any staff issues are dealt with smoothly and with minimum risk to the organisation.

UPCOMING SEMINAR
Jim is talking about HR related topics at the Tillison Business Growth Workshop at PETA in th Portsmouth on the 12 February, from 5pm to 7:30pm. Please contact 02392 658212 for key details.

WELCOME TO CHARLOTTE MAYERELLIOTT

Charlotte joined MorlanGil HR in December 2013 and brings a range of HR skills. She is in her final year at the University of Portsmouth studying HR. She has previous HR experience as a HR Assistant for her placement year.

INCREASE IN FINES FOR EMPLOYERS FAILING TO PAY NATIONAL MINIMUM WAGE

At present, employers who break the law on the minimum wage must pay the unpaid wages of their workers plus a financial penalty calculated as 50% of the total underpayment for all workers found to be underpaid. The maximum penalty is 5000. But the Government has decided

New Clients Welcome: This newsletter only goes out to clients or existing contacts of MGHR. However, if you know of someone or an organisation who would be interested in becoming a client or who would like a copy of the newsletter, please pass our details on or email Jim with their details and we will be delighted to contact them.

Tel: 02392 658212 or 01329 519919 or email jim.gilhooley@morlangilhr.co.uk www.morlangilhr.co.uk