Showing posts from March, 2015

Concrew Training Open Courses - New Payment Options

Concrew Training is pleased to announce that we now accept payment by BACS and Cheque for open course bookings.  The option to pay by Paypal or Credit/Debit/Procurement card remains

Concrew Open Courses

#hr #training #schools #fe #education #management #concrewtraining

May 2015 General Election - The Impact on Employment Law

Concrew Training’s one-day open training course on the latest developments and requirements in Employment Law takes place just three working days after the General Election.  

The course update participants on the numerous recent changes to employment law and case history and provides an insight into what the future may hold. Please note that the SNP is proposing full devolution of employment law to Scotland and the impact of such change is outside the scope of this course. 
Based on current manifestos these could include:

From the Conservative Party: Abolishing the abuse of zero hour contracts by prohibiting exclusivity clausesPermitting strike action only if mandated by vote with at least 50% turnoutCreating a further 1 million apprenticeships.
From the Plaid Cymru: Enforcing the living wage
From the Green Party: Introducing 2 years’ paid parental leaveRequiring large companies to publish details of earnings in order to establish if equal pay between the sexes is a realityIntroducing comple…

"undertake other duties as required” term in contracts of employment

“Flexibility clauses” such as the requirement to “undertake other duties as required” within contracts of employment is very common. 

In essence these terms appear to let the employer amend the contract without first obtaining the employee’s consent.  A recent ruling by the Employment Appeal Tribunal (EAT) has thrown a bright spotlight on the need for employers to ensure that “flexibility clauses” are drafted unambiguously and have contractual effect if they are to be effective

In Norman & Others v National Audit Office the National Audit Office (NAO), argued that it had the right to unilaterally vary staff terms, and could therefore reduce their entitlement to various forms of paid leave.  Staff challenged this and the EAT agreed with them.

The Staff's legal starting point was that, for a flexibility clause to be effective, it must “clearly and unambiguously" identify a right for the employer to vary the employment contract unilaterally.  For example, this might involve…