Category: Newsletter

28
Jun2019

Summer 2019 Newsletter

Have a read of our latest Summer 2019 Newsletter. In this edition we cover:

  • Team Updates
  • New Blog Posts
  • Gravitate HR E-Learning
  • Employment Law Round-Up
  • HR Quiz

If you would like to sign up to our mailing list, please email Cameron@gravitatehr.co.uk 

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23
May2019

Spring 2019 Newsletter

Have a read of our latest Newsletter. In this edition:

  • Gravitate HR E-Learning
  • Team Updates
  • Employment Law Round-Up
  • HR Quiz

If you would like to sign up to our mailing list, please email Cameron@gravitatehr.co.uk.

26
Jun2018

Gravitate HR Summer 2018 Newsletter

Read Gravitate HR’s Summer Newsletter 2018. In this edition:

  • HR in the News
  • The Glasgow team have moved office!
  • Recent Blogs
  • HR Quiz

If you would like to be added to our mailing list, please email Cameron@gravitatehr.co.uk.

09
Apr2018

Gravitate HR GDPR Newsletter 2018

Check out our GDPR Newsletter. In this special edition, we cover:

  • A general overview of the European Union General Data Protection Regulation (GDPR)
  • Our guide to GDPR
  • A short video on our GDPR toolkit
  • A GDPR Quiz

If your organisation could benefit from advice and guidance on GDPR, please do not hesitate to Contact us. Additionally, if you would like to be added to our mailing list, please email Cameron@gravitatehr.co.uk.

Photo Credit: ico.org.uk

14
Sep2017

Gravitate HR Autumn Newsletter 2017

Read Gravitate HR’s Autumn Newsletter 2017. In this edition we look at:

  • Recent blogs
  • Employment Law Updates
  • HR Quiz
  • Team Updates

If you would like to be added to our mailing list, please email Cameron@gravitatehr.co.uk

31
May2017

Gravitate HR Summer Newsletter 2017

Read our 2017 Summer Newsletter. In this edition:

  • Margery reflects on her recent endeavours
  • We have a look back at our most recent blogs
  • Employment Law Updates
  • HR Quiz
  • Team Updates

If you would like to be added to our mailing list, please email cameron@gravitatehr.co.uk.

Managing in a crisis: holiday over-stays

The popular tourist destination of Sharm El Sheikh has been in the news for all the wrong reasons these past few weeks. A number of airlines recently suspended flights to and from the resort’s airport due to security concerns. This comes a few weeks after the British Government halted flights to and from Sharm El Sheikh for security reasons leaving thousands of holiday-makers stranded waiting to get home. Employees due back to work were unable to return owing to circumstances beyond their control. In such situations it is important for employers to know their rights and duties in relation to such employees.

Generally, employees have a duty to turn up and work and employers have the obligation to provide work and to pay the employees for that work. On the other hand, if an employee does not meet their obligation due to unauthorised absence from work then it could be argued that the employer’s duty to pay them does not apply. It’s worth bearing in mind though that employees have certain legal rights such as the statutory right to unpaid time off for family emergencies, the right not to suffer unlawful deductions from wages, and discrimination.

Unauthorised absence

Employers are only entitled to withhold pay if the employee’s absence is unauthorised. Usually, unauthorised absence may be dealt with in line with an organisation’s disciplinary policy. Employers need to be cautious as to whether the terms in their employment contracts clarify if absence due to unforeseen circumstances (such as cancelled flights) is classed as unauthorised absence. Deductions from pay will be unlawful unless the employment contract allows employers to do this.

Exercising discretion

Employers may wish to exercise their discretion in such cases but must be consistent in their treatment of employees to avoid possible discrimination.

Holiday entitlement

A common sense approach to the issue of absences due to reasons beyond the employee’s control may be to allow the employees to take the time off as paid holiday or to allow them to make up for the time within an agreed timescale. This would be a more practical way of dealing with such an issue as opposed to docking pay.

Finally employers should:

• Highlight to employees the importance of reporting absences properly to allow for the organisation to make contingency plans.

• Consider amending standard terms of employment to clarify what circumstances amount to unauthorised absence and in what situations organisations can make deductions from salary

• Carry out regular risk assessments, check the latest employment law practices, and develop or review crisis management procedures for use in case of emergency

This article is a summary of a CIPD news article which can be accessed in full here

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