Here's a list of Anoop Verma's newest comments:
This article only covers those out of work but what about those in work and face discrimination? should we be glad to have a job and forget about the skills/experience we have.
It seems that rights are taken from employees again and again and no compulsion on employers to reveal all, cooperate all with the dispute resolution. Sickening situation really. It will be not before long workers will rise again.
This reflects not only skills shortages of managers but also of the HR recruitment manager. When you have square pegs in round holes you cannot make it fit by shaving off the edges.
Many a time manger is recruited for other reasons first than the full holistic mangement qualities.
About 38 years too late, I think. Then why only selective bodies and "advice given". If the panel walk around with their eyes open they will see stupidity of Health and safety in practice, e.g. foam lagging of scaffolding and lit in well lit area. How quick will be the response, say if the risk assessment of the H&S site manager is poor?
I am just a NEBOSH holder and not a degree so I have common sense and when I see these things it makes me cringe.
At last this article clears my belief for last 38 years of working that discrimination exists but under the guise of BAD MANAGEMENT.
The trade unions need to adapt to this by good representation, at least at the first stage of disciplinery/grievance. Have some lay member representative with link to full time TU who can brief and guide. No claim is suprious until proven, so why not prove at disciplinery/grievance?
Employers need to be open and furnish all documents to prevent vexatious claims.
So what is in the process to prevent vexatious claims from the employee. Will the employer be forthright in presenting all the documents at disciplinery/grievance or wait till it goes to ET, as the case normally is. I agree there are vexatious claims just to extort money out of employers but there are cases where employers do not come clean and the only way is to go to ET and exchange documents.
This ET process is one side and another nail in emplyee's coffin.
As an FM in an office environment with mixes staff, I have not seen any indication of "getting pregnant again" as a means of extracting money for an easy life. I don't have proof but I would say a family structure has gone from 2.4 children to 1.4 or 1. Majority of women tend to leave after 2nd child anyway and those who return look for part time work.
There is a lot of information in this thread that I had never thought of but all that applies (I think) to female with specialist knowledge, I mean Director/Board level.
I have no qualm about society assisting females to have work/life balance. Why should females be discriminated because they can have kids. Further more, is it not true that payment during maternity leave is different to mornal days work? Any more imbalance will discourage females to have kids or postpone having children.
believe it or not, in this country both parents need to work to survive or maintain a half decent standard of living. So those who enjoyed maternity leave today will pay later when others go, true.
Having a quick read of this thread, my reaction is that it is the employers obligation under duty of care to arrange transport for the casualty to A&E. I sense that Diane is fearing the cost of ambulance if the casualty in not covered under NHS, this cost rests with the employer. First Aider has no obligation to take casualty to A&E nor be absent from duty for long period of time. Further more. Diane needs to check if it is reportable under RIDDOR also his/her next of kins informed.
Thanks Barry and Andy, we are an internet based company so the volumn of paperwork is very high. What is the scanning rate for INVU Andy and also, how does this comply with TAX/VAT and company audits. Another question is, do you still hold papercopies and if so for how long?
Hi, I hope someone can help. Is there a software available to scan and hold documents electronicaly so that off site storage cost can be avoided.
I am also told that instead of 5 yearly test company can choose to do 20% per year for 5 years. Is this true? bearing in mind the disruption of power shut off is yearly rather than of off.
Neil, to do ongoing repair would need complete shut down so the company is not benefiting.
What a shamefull afair. In the end it shows worker has to stumble across information, as in this case, instead of ICO investigating when approached. In my own case, breach of data protection, ICO put onus on me to provide evidence rather than approaching my employer. This case resonates of the early 1970's when employer had register of undesirable workers (so I had heard in those days during studies)
Barry, are you naive or fantasizing. I bet it was male on female act. Any bets????
I am speachless, this in 21st century????? This is nothing to do with pc but carrying the burden of information and how to deal with it. Steve Faulds can ignore it and pretent it was a gossip and wait till it happens again, may be in a more blatant way, or as Neil says investigate.
I would like to know what company Bullying and Harassment policy is as this incident has escalated because pass issues e.g. a man diliberately rubbing himself while passing female employee in passageway, were not checked and stopped.
I look forward to how this thread develops.
Hi Tar, what about financial records. I was told for 6 years for VAT purpose but then again there is a shift on this to 3 years. Thanks for your clarification above, is there anywhere I can down load and confornt my employer. Our off site costs runs in thousand.
This is a bane of all facilities managers. Not only storage but eventual destruction. I believe for VAT purpose you keep documents for 6 years after that it depends on you business operation and billing requirements. We keep ours finacial/non financial for minimum 7 years and Legal for 10years. Word of advise, get depositor to put destruction date when submitting into off site storage.
My experience tells me this goes to the days of blue and white collar workers. Mangers would wore white while manual workers Blue. Any one else can wear any colour at company discretion. In a field condition this also helped identify mangement tier on site.
Hope this helps.
On a serious note, my wife works in a factory using machinery and staff have to stand whole day except breaks ( toilet breaks are not restricted).
With Default Retirement Age (DRA) coming into force from October 2011, is this fair with ageing workforce.
An office - Anteroom - Toilet. I think this is the floor plan.
This is more for someone with CDM knowledge but my understanding is that there should be a lobby seperating the toilet and food preparation, office seating or eating area.
In your case this is not.
Mel Tyler, you made me laugh aloud. You should have had a self induced accident and claimed management brutality. HA
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