Keeping up with changes.

There has been some discussion on how companies can survive, and the simple, but often true, rule of keeping open and doing a good job.Sorry but this is another post about how you spend your time dealing with the business rather than getting on with job in hand.There are a lot of legal changes going on, a huge piece - companies act 2006 is now all but fully implemented. Ignoring such changes can be costly, will certainly hit you in the pocket. At worst if you employ people it can see you being dragged into the employment tribunal system.The 'Stringer case' has recently been ruled on in the European Court of Justice. Brownie points to anyone who actually knows what I'm talking about, but for employers this can have a significant impact. It will now be referred back to the House of Lords for consideration and is likely to result to a change in our laws.The European Court of Justice ruled that any compulsary holiday time not taken due to illness must be carried forward to the following year. Additionally on the termination of employment a worker is entitled to be paid in lieu of accrued holiday that has not been taken due to sickness absence.As an organisation we do this anyway, but I have worked for companies no where near as generous.Another example:1st February 2009:New financial penalties for private companies (including corporate charities) who do not comply with the requirements to file accounts and auditors reports have come into force. The new penalties can rise up to as much as £1500, so it is vitally important that filings are made promptly.How do you keep up with these sort of information which can have an impact on your company?The above samples came in via a free newsletter from the charity team at Russell-Cooke solicitors, and is part of a free advice service aimed mainly at charities and non profit businesses. It is one of three I subscribe to and ensure I read so that I have a good idea of what is happening, or changes that are likely to come up which effect the way we do things.How do you keep up?

Hi Stuart,

You can sign up for this newsletter here

However you don't want to add another piece of email that may not be relevant for you. So I would suggest checking out some of their previous newsletters first. As the listing includes what is covered in the newsletter you can pick and choose to look at articles you may find of particular interest to see if the content is likely to be relevant to you.

The other one I use is http://www.personneltoday.com. You can find the sign up for the newsletter on the left hand column at the bottom. This really is aimed at HR professionals, though articles can be of interest, so has a lot of stuff I'm not interested in - job adverts for example. Under the current climate the site can be pretty depressing reading.

The other is based on children with disabilities and their families, so perhaps not as much interest in this respect.

Replies

dgeorgea February 15, 2009 at 7:32pm

Hi Stuart,

You can sign up for this newsletter here

However you don't want to add another piece of email that may not be relevant for you. So I would suggest checking out some of their previous newsletters first. As the listing includes what is covered in the newsletter you can pick and choose to look at articles you may find of particular interest to see if the content is likely to be relevant to you.

The other one I use is http://www.personneltoday.com. You can find the sign up for the newsletter on the left hand column at the bottom. This really is aimed at HR professionals, though articles can be of interest, so has a lot of stuff I'm not interested in - job adverts for example. Under the current climate the site can be pretty depressing reading.

The other is based on children with disabilities and their families, so perhaps not as much interest in this respect.
Classic Gardens February 15, 2009 at 9:27pm

Another great post

I also have one part time under 90hrs and use subcontract most of the time.

This is mainly to cover myself for the winters
Graeme @ BGS February 16, 2009 at 3:37pm

Be very careful about giving sick and holiday pay to sub-contractors else the Inland Rev may take a view that they were in fact employed by you.

You do not have to pay sick pay to any staff.

Best way around these issues is to have a contact (bit like a conditions of employment) clearly stating expected hours / days of work special requirements, payment terms etc.

An alternative would be issuing seasonal contracts to full / part time staff but you would end up with the tax and NIC issues.

One draw back with seasonal contracts you can't state when they can or can't take time off. You can try but I believe it is not legally blinding.
Classic Gardens February 16, 2009 at 5:10pm

I dont give sick or holiday pay to any of my sub contractors but i do to the part time guy