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HR Professional

Your monthly business partner delivering the latest news and professional
HR advice plus the follow-up steps on how to implement it

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In the most recent issue you'll find advice on...


Year 1 - issue 7 - 22.11.2017

HOLIDAYS

The bank holiday working time bomb

If your holiday year runs from 1 April to 31 March and you provide “20 days’ paid annual leave plus bank holidays”, you could have a problem in 2018/19. What’s the issue?

DISCIPLINARY PROCEEDINGS

Can an investigating officer’s report be too comprehensive?

The Employment Appeal Tribunal has overturned a tribunal’s decision that a misconduct dismissal was unfair because the employer’s disciplinary investigation was “too thorough” in considering previous non-disciplinary incidents. How far can you go in your investigation?

CORPORATE LIABILITY

Failing to prevent the facilitation of tax evasion

Two new corporate criminal offences of failing to prevent the facilitation of tax evasion came into force on 30 September 2017. What does the law say and how should you protect your business from liability?

DATA PROTECTION

GDPR: officers, breaches and data protection by design

Under the General Data Protection Regulation, you may need to appoint a data protection officer and must ensure you have procedures in place to report data breaches. Plus, you’ll have to consider data protection by design. Exactly what action will you need to take?

CONFLICT

An opportunity in conflict?

With ever-increasing ethnic, cultural, gender and multi-generational workforces emerging, at some point there’s likely to be conflict in the workplace. But can you channel it in a positive way?

REDUNDANCY

The duty to search for alternative employment

As part of a fair redundancy procedure, you must explore whether there’s any available alternative employment for the employee who would otherwise be made redundant. How far must you go to find them an alternative job in the business?

CONTRACTS

Changing terms of employment

If you need to make a change to an employee’s terms that isn’t authorised by their employment contract, one option is to implement a dismissal and re-engagement. What exactly does this involve and how safe is it?

WORK AND PARENTS

Parental Bereavement (Leave and Pay) Bill

TERMINATION PAYMENTS

Finance Bill

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