Although the culture of working remotely is beneficial for the employer as well as the employees most of the times, especially in the case of startups where it would help entrepreneurs save and they can avoid large office spaces. But the flip side is the trust factor. Most employers find it difficult to trust their employees. The question of the quality and quantity comes into play, because as mentioned in the post, many employers feel that diligence is compromised when employees work from home and also there is lack of communication within teams due to physical distance. In such cases, More...
Agreed, there should not be a 'price on justice', but sadly there is - that's life! As it is at present, the employer (good or bad) is on a hiding to nothing. Without any fee, the employee (good or bad) can make mischief at no cost to themselves. If he/she is a bad employee, they can cause the employer to have to defend, at considerable cost, a nonsense claim. The unions themselves are not innocent either, they can be just as bad as the worst employers - who was it that bankrolled the claim of the police officer who tripped More...
There shouldn't be a price on justice but when looked at initially as to whether to be accepted or not maybe the employment tribunals can throw out cases that are clearly trivial and unjustified before the stage where costs are incurred for employers.
Sue Hemming says:
Many companies find they have a tribunal claim issued against them that had no prospect of winning a claim. The companies I have worked for have made out of court settlements because it has proven to be a more cost effective option that actually fighting the claim. If this stops those types of claims then I support this change.
European Vocational Training Association says:
Today, in our schools, the manual trades are given little honor. The egalitarian worry that has always attended tracking students into “college prep” and “vocational ed” is overlaid with another : the fear that acquiring a specific skill set means that one’s life is determined. In college, by contrast, many students don’t learn anything of particular application ; college is the ticket to an open future. Craftmanship entails learning to do one thing really well, while the ideal of the new economy is to be able to learn new things, celebrating potential rather than achievement. Somehow, every worker in the More...
Thanks for such a great article here. I was searching for something like this for quite a long time and at last I’ve found it on your blog. It was definitely interesting for me to read about web applications and their market situation nowadays. thanks one more time and keep posting such nice ones in the nearest future too.
I manage several virtual teams and I trust my colleagues to get their work done; but whether they perform at home, or in their local office locations, i am unable to influence them, physically. I simply need to be sure that they are productive. If someone worked from home and wasn't performing, I would suggest they not do it again. Personally, I encourage a mix of locations for best productivity. Not only do I agree with Ms Mayer that face-to-face time is important for sparking ideas and developing them (-Yahoo's share performance over the last 6 months speaks for itself); More...
Raanan Haas says:
These tools are very interesting. But I do not know how these tools will improve the recruitment process. I think these tools will make it difficult to recruit talents and will increase cost of hiring process because it takes a lot of manpower to make a decision who to recruit.
Grace Mitchell says:
I agree with the comment above. This has always been the case and is certainly the law as practised by responsible employers. Certainly in my experience, where employers have argued the case that Woolworths did, and trade unions have held firm, their approach has been to treat the redundancies as one group of redundancies and not many small ones. Good decision by the courts, which helps clarify the norm and a good result for USDAW and the workers in Woolworths.
Tom Toher says:
If Adam Beeston and his friends in the government had their way the UK would adopt Pennsylvania's "fire at will" employment laws and we could start putting children up chimneys too. As I have pointed out here before, the employment rights that have been attacked and removed are also those of senior managers and HR professionals. The simple fact is this. If you have just lost your job and feel that you have been unfairly dismissed or treated in a discriminatory manner, £1200 is a lot of money to find when you are faced with no income and probably no More...
Bay Jordan says:
Once again we appear to witness to the consequences of adversarial politics and lazy thinking. If too many "unjustified claims" are being brought surely the solution then is to penalise the claimants who launch them? That way you will create a more balanced justice system than by the potential of denying justice to those who might have a valid case, but who are deterred by a cost that they cannot afford.
Thomas in London says:
I have experience of over 100 employment tribunal claims during my years in HR. Of course some of them have been vexatious and others misconcieved. They involve a lot of work, distract from company business and can be upsetting for the management concerned. But most cases are not of this nature. Most cases involve poor employers abusing their power over low paid staff who are seeking to claim holiday pay, non-payment of notice periods, unlawful deductions from wages and involve small amounts of money. This change will mean a lack of access to redress for these employees and is a More...
Although I agree there needs to be a deterrent for people trying to make a quick buck, I think the fees are extortionate. That can be 2 months wages for someone who has been incorrectly forced out of their job, they simply won't be able to afford it. Not everyone earns a fortune. Justice should be a right.
Alexander Mann Solutions says:
New figures from Alexander Mann Solutions show that aprenticeships in the UK are set to rise by over 50% to 800,000 in the next five years. This is simply due to the fact that modern apprenticeships are proving to be good for business, good for employees and good for government. Many bright young people are now actively opting for apprenticeships over university degrees, and job opportunities for apprentices are growing as employers understand the value they deliver.
Graham Mills says:
Many years ago I was a director of a company sued over a redundancy issue. The solicitor we contacted thought that we were in the right and that he could win the case but that his fees would be more than the amount we could settle for so advised we settle. Against my ethics we did so. Some cases that go to employment tribunals are important and the employee has been treated badly but they are currently also a charter for people to chance their arm for a thousand quid or so. If it costs nothing their is nothing to More...
Sinead Hasson says:
I think that the issue here is really about trust. If you trust your employee then you must trust that they will be as productive in the office as out of the office. It is a challenge for both parties and for other colleagues as well so you need to put things in place to strengthen those relationships. If done properly it can really enhance a team.
Neal kidwell says:
The action taken by staff in Post office Counters should not be taken lightly, these people not only do a fine days work, not only do they serve a community, they live in the community,in some cases they are the reason people leave their houses in the morning, they have a far higher value than the wages they are paid, but all they are asking is to continue doing the fine work they do.
Paul Cockayne says:
If you are paying £950 hearing fee then your fee to lodge a claim will be £250. Type A claims will be £160 to lodge and £230 to hear; Type B will be £250 to lodge and £950 to hear.
Colin Taylor says:
Interesting post and supports what I've been seeing. However other reports suggest that school leavers have little idea of how to investigate non-graduate opportunities. What I'd like to know is how far graduates are applying for apprenticeships and how employers are reacting to any such applications?
Kai Adams says:
Hi Pete, I agree that businesses, and indeed society, have issues supporting talented and ambitious disabled people (I can’t speak for education and families). However I’m optimistic that business attitudes are currently undergoing a shift in behaviour, which hopefully plays its part in a societal shift as well. There are now more opportunities and frameworks than ever that businesses can use in order to help them recruit and retain talented disabled people. For example, at my company (Green Park) we signed up for ClearKit Clear Assured status - they do great work in helping businesses to identify and remove barriers More...
Direct to your inbox...
MA Business & Leisure Limited © Copyright 2014, All Rights Reserved