What is unconscious bias?It describes the associations we hold outside our conscious awareness and control. It affects everyone and is triggered by our brain automatically making quick judgements and assessments.Think about recruitment you may have carried out recently – did you recruit someone with a similar background to you? (Affinity bias)Did you reject a candidate because they had different politics to you? (the Horns effect)Have you found yourself swayed by a panel away from your own views (Conformity bias)Unconscious biases can lead to unintentional discrimination, but if we are aware of them we can try to limit their impact. If you would like training for your team on unconscious bias please get in touch via firstname.lastname@example.org or come to our seminar https://lnkd.in/e_XhcZxt
Categories for Uncategorized
In reviewing case law from 2021 there are a number of useful reminders:– In the case of Jaguar vs Rumbold, Mr Rumbold had worked for Jaguar for over 20 years, but had missed 808 shifts during that time, costing the company approximately £95,000 in sick pay. He was dismissed in 2018 but successfully claimed unfair dismissal because his employer, Jaguar Landrover Limited, failed to follow its own absence management procedures. They left it so long before deciding to dismiss him that the Tribunal did not consider dismissal a ‘reasonable response’. What we learn from this case is that disciplinary action should be proportionate – in cases of gross misconduct, dismissal may be a clear outcome, but where misconduct has been tolerated for a...
From April 2022, employees and employers will face a National Insurance (NI) rise of 1.25 per cent. From 2023, the tax will be renamed as a health and social care tax, to pay for the social care system. However the figure of 1.25 per cent is deceptive, because the actual increase employees and employers will have to shoulder is more like 2.5 per cent. Employees will see a greater reduction in their salary, and employers will face higher NI costs. You can, however, mitigate against these NI rises to benefit both employer and employee. Assuming you have a workplace pension in place, through salary sacrifice, where an employee agrees to reduce their gross earnings by the same amount as their pension contributions, in exchange, you...
The Statutory Sick Pay Rebate Scheme will close on 17 March 2022. You will no longer be able to claim back Statutory Sick Pay for your employees’ coronavirus-related absences or self-isolation that occur after 17 March 2022. You have until 24 March 2022 to submit any new claims for absence periods up to 17 March 2022, or to amend claims you have already submitted. After that, there is a return to the normal SSP rules, which means you should revert to paying SSP from the fourth qualifying day your employee is off work regardless of the reason for their sickness absence.
In light of the rates of covid the Government have made temporary changes to the rules regarding fit notes until 26 January 2022. Previously if an employee was off sick they could self-certificate for up to 7 days after which they required a fit note from a doctor. However in order to relieve the burden on GPs for the next few weeks, employees can now self-certificate sickness for up to 28 days, including non-working days such as weekends and bank holidays and will not require a doctors note. If staff are self-isolating for a covid-related reason they will be eligible to receive SSP from day one. However for all other illnesses SSP applies from day four.
Susie was interviewed by Robert Glazer of Ripe Financial Chartered Accountants. Robert asked her a number of questions regarding the work of Your HR Partner. They covered a range of topics from drafting Employment Contracts and Staff Handbooks to advice on Appraisals and Restructuring. To view the interview in full click on the link below: