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OCTOBER NEWSLETTER

Employment Tribunals are increasingly a fact of life for HR professionals since they were introduced in the early 1970s.

They were originally set up as an “industrial jury” to resolve workplace disputes quickly and informally. My older colleagues refer to the days when tribunals used to hear five or more cases in a single day and tell of a simple, quick and common sense process. However, employment law has moved on apace since then and many tribunal hearings now last several days and the law is becoming ever more complex.

By 2011 business groups like the CBI and the British Chamber of Commerce lobbied the government to reform a tribunal system which they saw as “broken” citing problems including:-

• Too legalistic an approach
• Vexatious and spurious claims
• Long delays for cases to be resolved
• Pressure on employers to settle weak claims in order to save costs

In 2011 the current government consulted over reforms to the tribunal system as part of its Red Tape Challenge. They sought views on how to:

• achieve more early resolution of workplace disputes so that parties can resolve their own problems, in a way that is fair and equitable for both sides, without having to go to an employment tribunal;
• ensure that, where parties do need to come to an employment tribunal, the process is as swift, user-friendly and effective as possible; and
• help businesses and social enterprises feel more confident about hiring people.

Following the consultation the Government reviewed the law and the tribunal system. The Business Secretary Vince Cable referred to the Government’s underlying aims as to address concerns including:

• “the employment tribunal system, which employers have told me time and again is far too costly, and time-consuming, and complex”
• “If you are a very big company you can afford the dedicated and expensive HR personnel to deal with cases that arise. But for small business owners, it means days dealing with it themselves personally – valuable time lost from running and growing their company.”
• “….. workplace disputes are increasingly being settled through tribunals – over 200,000 claims last year. We are in danger of getting away from the principle that they should be the last resort, not the first option. But there is a widespread feeling it is too easy to make unmerited claims – and that the whole system militates against early resolution of disputes through dialogue rather than confrontation.

This review took place against a backdrop of austerity measures when the business climate was poor and we were still striving for a recovery. The perception was that this “red tape” had to be removed as one of the ways to kick-start our economy.

2013 has seen the fruits of that review with the introduction of many of the more significant changes resulting from the Government’s review.

Trade Unions like Unite have responded angrily to the changes referring to them in the following terms:

• “Massive changes to employment tribunals made by the government mean that access to workplace justice could be denied to millions and now comes with a hefty price tag. The changes are designed to stop working people seeking compensation from employers.
• “Unite has always argued that workplace rights should start from day one, but the government has listened to bosses who want to be able to sack workers at will.”
• “This is a cynical hammer blow designed to make it as difficult as possible to lodge a tribunal claim, and a massive attack on people mistreated at work.”

It is too early to tell where the balance lies and whether the concerns outlined at the outset of this article will be addressed by these changes. However, just what has provoked such an angry response? The changes include:

Qualifying Period for Unfair Dismissal Last year the qualifying period was increased so that in most cases an employee needs to have worked for their employer for two years before they can bring a claim for unfair dismissal to an employment tribunal.

Tribunal Fees Since their creation employment tribunals have been free for those using them. Unlike the courts no fees were payable to bring a claim. However, from 29th July 2013 a person wishing to bring an employment tribunal claim will have to pay a fee of either £160 or £250 to bring their claim. The level of fee depends on the type of claim being brought. A further fee of either £230 or £950 is payable for the case to be heard at a tribunal hearing. Those on low incomes can apply for the fee to be waived but many predict that this change will dramatically reduce the number of claims.

Protected conversations Legislation now allows employers to have discussions with employees about terminating their employment without an employee being able to refer to what was said in those discussions in a later tribunal claim. The aim is to provide employers with the freedom to talk more openly about reaching a severance agreement without fear of their conversations being used against them in tribunal

Changes to the Tribunal Rules. Possibly one for the lawyers this one. The tribunal rules of procedure have been given a complete overhaul with the old rules being scrapped and entirely knew set of rules drawn up. Some of the features of the new rules include rules to enable:

• Greater emphasis on using mediation and other alternatives to using the tribunal
• More consistency between different tribunals with guidance being issued as to how to approach certain issues.
• Weeding out weak claims at an early stage with a “sift stage” at the outset with greater scrutiny of claims by employment judges at an earlier stage (including rejection of claims in certain circumstances)
• Increased emphasis on Employment Judges managing cases and hearings in a more streamlined way
• Increased powers to award costs against those who behave unreasonably or make unreasonable claims or arguments

Employment Tribunals can be stressful, time consuming and expensive. Employment law experts from Cozens-Hardy LLP will be focussing on how to survive them in the forthcoming HR Forum which is taking place at Dunston Hall on 13 November 2013, from 2pm. This seminar aims to take the delegates through the tribunal process from beginning to end. The aim is to de-mystify the process, to prepare delegates for what to expect and to provide practical tips on how to survive unscathed. The delegates will also have the opportunity to view and participate in a mock tribunal hearing and to put questions to experienced employment lawyers.

Specialised Management Services Ltd (SMS), a leading specialist in hydraulic, pneumatic and electrical control systems, will be discussing their current vacancies and potential future career opportunities at the Energy Jobs Fair held at Great Yarmouth Town Hall on Wednesday 16th October 2013. In recent years SMS has seen a high demand for additional staff and are actively recruiting for the next phase of business growth. A broad range of career vacancies from trainee positions through to fully qualified levels are now open for application. These career opportunities are based in Great Yarmouth and have great potential for career development and progression.

The Energy Jobs Fair is an open event that will take place between 10am and 3pm where local job seekers, students, technicians and engineers are invited to visit Oil, Gas and Energy companies from the area.

Great Yarmouth’s oil, gas and energy industry started in 1965 when the first well was drilled 50 miles off the coast. Ever since, the industry has been growing and has resulted in the formation of successful local companies. SMS’s success stems from being able to meet the challenging demands placed by oil and gas companies through their qualified and dedicated workforce and therefore continuously seek to recruit talented personnel to support their clients and the rapid development of their business.

For more information on SMS Ltd and the careers they have to offer, you can visit them at the Town Hall, Great Yarmouth, Wednesday 16th October 2013.

About Specialised Management Services Ltd (SMS) Specialised Management Services Ltd (SMS) is a leading global manufacturer of equipment and provider of maintenance/installation services for the oil and gas industry, specialising in hydraulic, pneumatic and electrical control systems. Bases in Great Yarmouth and Aberdeen are supported internationally by our parent company Alderley plc. More information about SMS can be found at: www.specialisedmanagementservices.com

Our Founder, Simon Wingfield, has become a Mentor on
the Institute of Directors (IoD) Mentor Connect platform. The platform is
designed to connect members looking for support and guidance on their
leadership journey with those that want to share the benefit of their
experience.

Simon commented: ‘Having obtained my ILM Level 5 Effective
Coaching and Mentoring accreditation last year (with my ILM Level 7
accreditation to follow shortly) and having mentored individuals on the ‘Help
to Grow: Management Course’ scheme, I was motivated to continue my mentoring
practice with the IoD.

Wingfield Consultants have pivoted our value proposition to
include both coaching and mentoring, in addition to consulting, to support our
client base. This platform provides us with additional opportunities to develop
and grow our practice with more mentoring of executives and senior leaders’.   

https://www.iod.com/mentor-connect-platform/

For the fifth consecutive year Alan Boswell Group, a Chartered Insurance Brokers and one of the region’s largest Financial Planners, has signed-up as a Norwich City Football Club Partner. As the region’s leading independent commercial broker the Group is proud to arrange the insurance for the Premiership Club and to support NCFC as a Club Partner once again, particularly at a time when the Club have made such a significant investment in players for the 2013/14 season.

Alan Boswell Group (ABG) has supported NCFC through sponsorship since its League One days and Chris Gibbs, managing director of Alan Boswell Insurance Brokers, said: “Last year was an exciting season to be involved with the Club and we hope their new signings will secure success for the team this season.”

“We are also very proud to be helping members of the squad with their insurance this season and we have built a helpful financial services app** for NCFC players to use. We arrange insurance for ex-players and members of the Youth Team too. We think it’s fantastic that players are using local businesses.”

“For us, this deal means we can again make the most of the corporate hospitality opportunities. We regularly invite clients from across the UK, eager to come and join us for the Premiership games. And of course many of our Norwich-based staff are firm fans so are delighted we are supporting the Canaries once again.”

NCFC head of sales and marketing, Will Hoy, added: “To stay on board for five years shows an admirable allegiance to the Canaries. Club Partner sponsors, such as Alan Boswell Group, play a really important role, helping make it possible for the Club to progress.”

For more information visit www.alanboswellgroup.com

For the latest NCFC news visit www.canaries.co.uk

Whether you are a sole trader, partnership or limited company (to name a few types of businesses), if your taxable turnover reaches or exceeds the VAT threshold within any 12-month rolling period, or you expect to reach it within the next 30 days alone, you are required to register for and account for VAT on your sales.  Where the threshold is breached in a 12-month period, you must be VAT registered with effect from 1 month and 1 day after the month you exceed the threshold.  For example, you realised in September you have reached £90,000 on a 12-month rolling basis, therefore you must be VAT registered from 1 November. 

If you expect to exceed this threshold within the next 30 days, you must also register, but you are classed as being VAT registered from the date you had an expectation to breach the VAT threshold.

Late Registrations

We sometimes get calls from businesses contacting us after they have realised, they have reached this threshold.  Sometimes businesses just look at their turnover for the 12 months of their accounting period. For example, a business has a year end of 31 March.

Year 1 – Turnover for the year is £86,000 – below threshold

Year 2 – Turnover for the year is £130,000 – above threshold

This would mean at some point within Year 2 the business went over the threshold of £90,000.  When looking at the 12-month rolling period, in this example, the business went over the threshold in August.  This means they should have registered for VAT and been charging VAT to its customers from 1 October.  So, for 6 months, no VAT has been charged and included on invoices but is now due to HMRC.  The business becomes liable to pay the VAT over on their taxable sales, whether they can go back and charge it to their customers or not.

When registering late for VAT, which will mean submitting late VAT returns, there may be late payment interest due and potentially penalties.

If you realise your business is now in this position, we can help you in advising what input VAT you can reclaim to reduce your overall VAT liability to HMRC and advise how you can go about requesting the VAT owed to you from your customers, wherever possible.

Exceptions

You might find that your business turnover temporarily exceeded the VAT threshold, for example a one-off contract that only lasts 3 months.  Had you not accepted this work, you would have not exceeded the VAT threshold.  If you can prove the turnover will not exceed the deregistration threshold (£88,000) in the next 12 months, then your business can apply for an exception to not be VAT registered. 

Please note, HMRC sometimes take a long time to respond to exception requests, which is not great news when trying to plan for the future.  However, if you believe you have a good case to request an exception from registering from VAT then contact us to consider your options.

Exemption from registration

If most of your taxable supplies have a VAT rate of 0% (zero-rated supplies) you might not need or want to register for VAT.  However, because the law says you must notify HMRC when you breach the threshold, you will need to advise HMRC and request permission not to register for VAT – this is called an exemption from registration.

If you’re a non-established taxable person, all your taxable goods or services must be zero-rated to be eligible for exemption from registration.  Otherwise, for non-established business making supplies in the UK, the VAT registration thresholds do not apply.  Any taxable supply in this case attracts a compulsory UK VAT registration.

Should you wish to discuss any of the points above or if your business has or is about to breach the £90,000 VAT threshold and you would like assistance in navigating all the potential options open to you, then please reach out to our VAT team who would be happy to help. 

Week 6 of Devirsity’s short story, this is a lovely story, something to keep you optimistic for Summer!

Remember for regular updates and new products follow us on twitter and like us on facebook, or simply check out our website!!

www.devirsity.com

https://www.facebook.com/pages/Devirsity/211923178941065

https://twitter.com/DeVirsity2012

What is BYOD?

Bring Your Own Device, or BYOD, is an IT policy encouraging employees to use personal devices such as mobile phones and tablet PCs, rather than devices provided by the company, to access systems and enterprise data.

Benefits of BYOD

• Increased productivity and innovation Employees are comfortable using a personal device, reducing the usual learning curve, and also upgrade more frequently to the latest products.
• Improved employee satisfaction When choosing their own devices rather than those selected by the company, employees are more likely to select a model that suits their needs, also avoiding the need to carry multiple devices.
• Cost savings BYOD policies can result in cost savings by removing the need for companies to fund additional hardware, although it is important to factor in potential costs such as those for IT support.

Potential headaches

• Enterprise cost It is important to consider whether your company has the resources to successfully manage BYOD, both in terms of ensuring security as well as the provision of support.
• Enterprise security Some job functions require access to sensitive information or company servers, increasingly with the use of mobile devices. It is important that IT has complete control over devices in order to keep company data secure.
• Device compatibility It is inevitable that employees will select devices from a range of manufacturers, which may make it difficult to roll out specific policies where devices have differing settings and personalisation opportunities.

How to successfully implement BYOD

For any company wishing to implement BYOD, we would highly recommend minimising problems by the use of a Mobile Device Management (MDM) solution. Sophisticated solutions are available which work across multiple devices and allow policy distribution and device troubleshooting over-the-air, eliminating the need for physical IT intervention.

Solutions can be programmed to control or limit access to various mobile device functions or applications between various time periods or when in specific areas. This gives IT the level of support required to ensure policy adherence and company security, whilst allowing employees the freedom to use their personal device as normal outside work.

Mobile Device Management software features:

• Enterprise-grade security
• Multiple policies & group policies available
• Blacklist/whitelist specific numbers or number groups
• Geo-fenced policies for various locations
• Track or remote wipe lost/stolen devices
• Potential to limit application/feature use
• ‘Over-the-air’ policy distribution
• Simple management & support
• Flexible & scalable to company needs

Find out more

To find out more about BYOD Mobile Device Management and the benefits it could offer your business, please click here.

We have been donating Off cuts of Rohacell to educational programmes for the past 13 years. Wymondham High School is just one of the many schools we have donated to along the way. We would like to say thank you to them for the mention in the latest issue of their school magazine! Check it out!

Businesses in the region are invited to come along to the Best Employer, Eastern Region (BEER) Festival on Friday November 15th at Ickworth Park near Bury St Edmunds.

Part of the wider BEER initiative, which includes the best employer survey, awards and year-round seminars, the festival is organised by recruitment consultancy firm Pure Resourcing Solutions (Pure) and eras Ltd, provider of psychometric and talent solutions.

Ideal for senior executives and directors and heads of HR, the festival offers high-profile keynote speakers: Cathy Brown, Employee Engagement Executive, British Telecom, Dr Andy Wood, Chief Executive Officer of Suffolk’s own Adnams, and Dominic Lowe, Managing Director of Kettle Foods in Norwich will be speaking about their own employee engagement activities.

Covering themes such as leadership, community involvement, living the values and wellbeing in the workplace, the event is designed to get participants engaged with their peers to help them develop their own employee engagement strategies.

The event is a mix of speeches and ‘free flow’ discussion hubs led by facilitators from key business leaders in the region. In the hubs, attendees steer the agenda by sharing their experiences and they are not tied down to just one hub at a time – they can move freely between each one to capitalise on the knowledge being shared.

Lynn Walters, Director of Pure, says: “The BEER Festival is very different. Usually, professionals in this field would not be able to be so creative and innovative at a traditional style conference. We aim to make all participants the ‘experts’ who can teach each other, and share success stories and lessons learned.”

Alex Pearce, Managing Director at eras ltd adds “We are aim to offer a festival that breaks the rules – it is a highly inclusive and interactive event. This approach can really open up the way for exciting ideas and problem-solving. It really is an amazing opportunity for people to learn from the fantastic pool of talent we have in the East of England.”

The festival starts at 9.30 and finishes at 4pm. The £35 ticket fee includes lunch, refreshments and a goody bag, with all proceeds donated to East Anglia’s Children’s Hospices and The Adnams Charity.

What better way is there to get you in the mood for the weekend than listening to experts from the world of beer and crisps?

To find out more contact Anna Hill, Marketing Manager on: 01223 209888 or [email protected].

Ends

Notes to Editors About Best Employers, Eastern Region (BEER) In 2012 Pure Resourcing Solutions (Pure) and consultancy business, eras Ltd, created and launched the BEER initiative, which comprises four elements: a biennial survey, awards frequent seminars and the biennial festival. The programme aims to identify and promote the region’s best employers and Participating companies have the opportunity to learn about, embrace and develop their company’s culture and values through employee engagement. Companies responding to the survey receive a tailored report and an action plan for further development. Based on the results respondents are entered into award categories such as ‘Employee Values’ and ‘Innovation’. The regional seminars are a valuable source of advice and support for businesses and a great opportunity to share best practice and resolve issues as a collective. www.best-employers.co.uk.

About Pure Resourcing Solutions Pure Resourcing Solutions (Pure) was established in Cambridge in September 2002. Since then the company has flourished and now employs over 50 staff across four regional offices in Cambridge, Ipswich, Norwich and Chelmsford. Pure has developed from being specialist accountancy recruitment business to providing temporary and permanent recruitment services for accountancy, executive, financial services, human resources, marketing and professional office support. The company provides end-to-end recruitment and retention solutions that include additional services such as assessment centres, proficiency testing, psychometric testing, training, salary benchmarking and coaching. Also, Pure runs a series of business seminars and workshops for clients throughout the year, and support regional charities including EACH and The J’s Hospice. Pure’s clients range from FTSE 100 companies, venture capital-backed businesses, private businesses, professional firms and the public sector; we have built a reputation as the recruitment consultants of choice in all chosen markets. www.prs.uk.com

About eras ltd eras ltd has been providing cost effective, high quality psychometric products, training solutions and organisational change initiatives for over 30 years. During this time, the company has built a highly extensive client portfolio, incorporating many household names from the hundreds of clients across the UK and internationally, and with whom the eras experts work in partnership. Drawing upon experience of developing psychometric tests and questionnaires (including the popular Quest Profiler™), eras has developed its service further by working with businesses to analyse their culture and values. The secret of successful surveys is asking all the right questions in a way that will provoke honest answers. It is here that eras has drawn on its extensive expertise to help design a survey that will be as revealing as it is in-depth. www.erasltd.co.uk

On Thursday, November 14th, Wymondham College is holding a “Futures” event at ‘The Space’; a conference centre in Norwich situated on Roundtree Way, off Mousehold Ln (A1042). This is a careers information day aimed at introducing year 10 GCSE students to a range of career options in various sectors and ensuring they understand the different routes into them before they choose their post-16 study options.

The day will run from 10am-3pm, and we’re looking for speakers for thirty-minute slots that would run throughout the day – and you’re more than welcome to give more than one talk! Students will sign up to attend 6 talks in total and we can accommodate 6 simultaneous talks in the centre’s break-out rooms.

The introductory talk will be from careers advisers, providing a general introduction to post-16 study options and will run from 10am-10.30am. We will also be inviting groups from 2-3 other schools, so there will be approximately 500 students in total and anywhere between 25 and 150 students in a scheduled talk. The aim of the talks is to provide students with information about the various routes into your sector of employment; apprenticeships, A-levels, degrees and vocational qualifications through to the ‘soft skills’ they would need to succeed, such as communication/ presentation skills. The talks can be as informal or as formal as you wish and we can offer various time-slots to suit what works best for you.

If you’re unable to offer a talk, we can provide a careers information stand for any literature you’d be able to give and which students can look at during break and lunch times.

Session times for talks are as follows:

10:30-11:00-Session 1 11.10-11:40- Session 2 11:40-12:00- Break 12:00-12:30- Session 3 12:30-1:15 = Lunch break, although some talks can be scheduled during this time if contributors wish. 1.15 – 1.45-Session 4 1.50-2.20- Session 5 2:20-2:30- Break 2.30-3.00- Session 6

If you are able and willing to help please contact:

Callie Oatridge Curriculum Enrichment Coordinator 01953 609000 ext 4466[email protected]

A unique bungalow, constructed in the basement of the University of East Anglia (UEA), was opened by Norman Lamb MP on Friday 27th September.

UEA’s School of Rehabilitation Sciences has created the fully-furnished home as a showcase for assistive technology – assistive, adaptive and rehabilitative products designed to provide greater independence for older people and people with disabilities.

Called NEAT Centre (Norwich Electronic Assistive Technology), the home links together education, research, training and product development and is the first facility of its kind at a university.

The team which created the home, fitted with the best in assistive technology equipment, will use the home not only to help students in their studies but to ensure products coming to the market are fit for purpose.

Prof Ian Harvey, executive dean for the Faculty of Medicine and Health Sciences said: “This is an exciting development for the faculty. The NEAT Centre offers a unique opportunity to link together education, research, training and product development. Our aim is to raise awareness of assistive technology, increase its use and ensure that new products truly meet the needs of an ever-growing market.”

Prof Val Lattimer, head of the School of Rehabilitation Sciences, believes the centre will provide much-needed opportunities for those across the assistive technology industry. She said: “The NEAT Centre will allow us to provide innovative and interactive training for healthcare and care home professionals; to work with assistive technology manufacturers to develop new products; and to work with end users and their carers.”

The centre has been created with the assistance of funding from the Norfolk & Suffolk Dementia Alliance. Director Willie Cruikshank said: “The Norfolk and Suffolk Dementia Alliance and their strategic partners at Health Education East of England are very proud to have contributed funding to enable the development of the NEAT Centre at the UEA.

“Although the initial concept for this innovative centre was around training students in the use of assistive technology, the state of the art facility has subsequently been identified as a multiple-use training resource.

“With a growing number of older people living in the East, developing the dementia workforce is a priority for Health Education East of England and, in response, the Norfolk & Suffolk Dementia Alliance have embarked on delivering a pioneering experiential learning programme across the region.

“With its realistic care-setting appearance and comprehensive video playback debriefing capability, the UEA’s NEAT Centre has been selected as the site for the programme’s first Dementia Care Simulator Facility and health and social students will start being put through their paces in the new year. This is a major innovation in the development of the health and social care workforce of the future and we are delighted to be working with the UEA on such an exciting programme.”

The NEAT Centre is the ideal venue for business meetings or showcase events. Colleagues and customers can watch and participate from anywhere in the world using the interactive AV systems. The facilities can also be hired to help with your product development and provide you with the opportunity to see customers using your products or you could shoot a promotional video with your products installed in a ‘real-life environment’.

For more information about hiring the NEAT Centre contact: David Rutt[email protected] +44(0)1603 591991https://www.uea.ac.uk/rehabilitation-sciences/enterprise/neat