Opsium are exhibiting at the British Franchise Exhibition at EventCity, Manchester on Friday 20th and Saturday 21st June. We will be at Stand R190 offering advice and support on a range of employment law issues, plus information regarding our services.
92% of franchises are operating profitably across a variety of different industries. A wide range of franchised businesses will be exhibiting at the show to encourage business entrepreneurs to consider becoming a part of their brand. In order to be successful, these franchisees will have to recruit and enter the ever changing world of employment law legislation. Opsium provide a comprehensive advice service to both franchisors and franchisees in order to help them become a successful employer and get to grips with their obligations in this specialist area.
If you need more in-depth advice then Rachel Harkin, one of our Senior Employment Law Consultants, is making herself available at the Expert Advice Clinic. Slots are still available so make sure you book soon to avoid disappointment!
Another of our Senior Employment Law Consultants, Jessica Stock, will be hosting a seminar on how to be a good employer and avoid the pitfalls of employment law. This will take place in Theatre 2 on Saturday 21st June at 11.30am.
If you are interested in attending the event please visit the British Franchise Exhibition website to book your free ticket.
We look forward to meeting you!!!
World Cup fever is due to hit businesses with many employees supporting their teams. Ensure that you know how to manage employment issues during this time by reading our blog.
The World Cup is expected to bring the nation together to support a team of 11 men for one month this summer (or at least until we are knocked out!) Now is the time for businesses to start thinking about how the event might impact upon the workforce.
Attendance - It could be likely that matches will have a significant effect on attendance at work; especially given the time difference which means that many matches will take place late at night and into the early morning hours. This could impact upon sickness, lateness issues and could increase the number of unauthorised absences.
Ensure that you have policies in place to deal with these circumstances and that it is being reiterated to staff members ahead of time. Those that are late into work without a reasonable excuse or fail to attend work at all could face disciplinary action. Businesses should consider carrying out return to work interviews and having a greater scrutiny of all absences....
Holidays – Those that are more organised may decide to take annual leave to cover any absence that could occur following a match. Ensure that employees know of the holiday request procedure and that managers are taking a consistent approach to authorising annual leave, such as a ‘first come, first served’ approach or a rota system.
Alcohol – Given the fact that many will be drinking on a match night, there are increased possibilities that employees could attend work under the influence. Ensure that there is an alcohol policy in place that illustrates to employees that being under the influence in the workplace will not be tolerated.
Internet Usage – Ensure that a Social Media and Internet Policy is in place. This should illustrate what is and is not acceptable in the workplace and the consequences of breaching this.
Behaviour – Emotions can run high therefore it is important to ensure that banter amongst employees does not stray into the use of offensive remarks or unacceptable language towards another person’s nationality. Behaviour such as this could result in grievances amongst the workforce and potential claims for race discrimination. Employers should consider implementing an equal opportunities policy and sending a message to staff that if this behaviour occurs then disciplinary action will be taken.
If you have any questions regarding these issues please contact us on 0161 603 2174 quoting the reference WCF14.
The Court of the European Union has judged today that commission payments should be taken into account when calculating a worker’s holiday pay in the case of Lock v British Gas Trading Limited.
This decision is firmly in the employee camp however there are further cases due this year which may shed further light on the situation. Employers should therefore start the practice of including this figure within their calculations. Failure to do so could result in claims under the Working Time Directive and back pay.
Contact us if you need more advice.
On 30th June 2014 the right to flexible working will be extended to all employees with eligibility. The flexible working request process in place at present will change; therefore employers need to be aware of the legal procedure. Read more in our latest blog article.
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