From October 2012 the largest employers will have to comply with Pensions Auto Enrolment. Employers will have to identify eligible jobholders and advise them of the employer’s obligations under the legislation. The staging date for those with more modest workforces may be some years off. Staging dates for all employers can be found by visiting the link below.
Raising funds for charity via iPads has hit the news pages again this summer as Fundraising Initiatives launched its new mobile-optimised, face-to-face fundraising solution to a packed audience of third sector professionals at the National Convention 2012. More than 2,000 delegates gathered to hear the latest in best practice techniques, with raising funds through iPads a hot topic of conversation.
The third sector not only provides services and harnesses voluntary action, but also employs a growing number of people. There is growing interest, from government and elsewhere, in the contribution that voluntary organisations make to society and communities – and this includes their contribution to paid employment. New TSRC research has been examining this contribution, estimating the number and distribution of people working in the voluntary sector using data from the National Survey of Third Sector Organisations (NSTSO 2008) in England.
Monitoring social media campaigns is vital to managing reputation and gaining meaningful business and brand insights. How best to measure the value of these campaigns is a hotly debated subject among PR and marketing professionals, particularly when it comes to securing support from senior management. Defining clear business and marketing objectives is therefore essential, as is gathering smart data to demonstrate positive outcomes.
As the PR and marketing media continues its frenzied coverage of Pinterest, one of this year’s biggest social media success stories, we consider how the charity sector can make best use of the site to engage with their supporters. After all, surely a social media site that grew by 4,000% in its first six months shouldn’t be ignored.
The International & European Associations Congress, the seventh in the series, takes place in July 2012 at the ACC Liverpool. Mark the date in your diary now for Europe’s leading and largest association specialist congress with over 400 attendees.
The Enterprise and Regulatory Reform Bill has now been published and presented to Parliament. From an employment law perspective, it includes measures to improve the employment tribunal system, as well as provisions on various non-employment matters.
Subject to Parliamentary approval, the Bill will improve the employment tribunal system by encouraging parties to come together to settle their dispute before an employment tribunal claim is lodged, through ACAS early conciliation and greater use of settlement agreements. It will also make the determination of less complex disputes quicker and cheaper for employers and employees alike, through a new ‘Rapid Resolution’ scheme. Taking away the fear of employment tribunals will, according to the Government, give business more confidence to take on new staff.
The Government has finally published the Beecroft report which was compiled and submitted to the Government last year on proposals for employment law reform, having decided that it is in the public interest to allow people to have access to its content. The report was submitted to the Government in October 2011 but has not been officially published until now. It proposes reform to a vast number of areas of employment law, including unfair dismissal, discrimination law, employment tribunal process and awards, pensions, the criminal record checking system, work permit checks, TUPE, collective redundancies and equal pay audits.
As part of its commitment to ease the burden of regulation on businesses, the Government has launched two consultation documents on proposals to remove certain provisions in the Equality Act 2010. There are three specific statutory provisions under the spotlight.
The first proposal is to remove the provision in the Equality Act 2010 which make employers liable for repeated discriminatory harassment of their employees by external third parties over whom they do not have direct control, such as their customers, clients or suppliers, where inadequate steps have been taken by the employer to prevent the harassment (section 40(2) to (4) of the Act). However, repealing this provision would not affect the other avenues of legal redress which an employee may potentially use if subjected to conduct that would count as third party harassment, for example, a constructive dismissal claim (where the employer has breached the implied term of mutual trust and confidence by failing to take steps to protect the employee from the offensive behaviour) or a personal injury claim (where personal injury has been suffered by the employee as a result of the harassment). In addition, if the reason for the employer’s inaction is itself related to a protected characteristic covered by discrimination law (sex, race, etc.) that can still constitute unlawful harassment even if this provision is repealed. That consultation closes on 7 August 2012.