Data file: Redundancy and collective consultationOn 15 May 2001 in Personnel Today Previous Article Next Article Related posts:No related photos. The latest in a series of articles that give the basics on key areas ofemployment legislation. This issue welook at redundancy and collective consultationThe hard facts Trade Union and Labour (Consolidation) Act 1992 As amended by Collective Redundancies and Tupe (Amendment) Regulations1999 came into force 1 November 1999. Section 188 – (1) Establishes a duty for the employer to consult when proposing to dismissmore that 20 employees by way of redundancy – (1A) Sets out time-scales for consultation according to number of employees – (2) Sets out what the consultation should involve – (3) Outlines which employees should be included for the purpose ofdetermining the number of employees to be dismissed for redundancy – (4) The employer must disclose certain information in writing to therepresentatives – (5), (5A) The employer shall deliver information to representatives in personor by post and allow access to such accommodation and facilities as appropriate– (7) Special circumstances which render it not reasonably practicable foremployers to comply with the section – Section 188A Sets out requirements for the election of employeerepresentatives – Section 189-196 Complaints, protective awards and duty of employer to notifySecretary of State of certain redundancies www.legislation.hmso.gov.uk/acts/acts1992/Ukpga_19920052_en_1.htmEmployment Rights Act 1996 Came into force 28 July 1999. Establishes certain rights to be affordedto employee representatives. – Section 47 Right not to be subjected to any detriment – Section 61 Right to time off for employee representatives – Section 103 Establishes automatic unfair dismissal for an employee who isdismissed by reason of being an employee representative www.legislation.hmso.gov.uk/acts/acts1996/1996018.htmReading around the subject – The Department of Trade and Industry website provides information foremployers and employees facing a potential redundancy situation. The websitegives access to DTI guidance notes and research papers. www.dti.gov.uk/er/redundancy.htm– The Acas website has a link to its advisory booklet on redundancy handling. www.acas.org.ukIn the news – “CBI attacks unions over redundancy law ‘myths’” – FinancialTimes, 4 May 2001. http://globalarchive.ft.com/globalarchive/articles.html?id=010504000606&query=redundancy+consultation+– “Job cuts coming – but don’t tell the workers” – The Scotsman,19 April 2001 http://globalarchive.ft.com/globalarchive/articles.html?id=010419005771&query=redundancy– “Lay-offs push Paris to act on labour law” – The Independent, 25April 2001. http://globalarchive.ft.com/globalarchive/articles.html?id=010425002921&query=marks+and+spencer+AND+france+AND+redundancy– “Court blocks closure of M&S stores in Paris” – The Times,10 April 2001. www.thetimes.co.uk/article/0,,3-112281,00.html Comments are closed.
IT helps HR lay foundation for other functionsOn 9 Oct 2001 in Personnel Today Related posts:No related photos. Comments are closed. Previous Article Next Article The Internet and technology will push HR up the pecking order in companies,Vance Kearney, vice-president for EMEA at Oracle, told delegates. He pointed out that no e-business could be effective without HR information,as sales, marketing, procurement and financial departments need the data. HR has a crucial part to play in developing global systems and instandardising and integrating those systems. But Kearney warned HR directors not to get carried away with their role asthe business partner and described the function as a support service likecustomer services or sales. “There is a big myth about HR. It is no different from any other kind ofservice, such as the sales or finance departments, it is just a service to thebusiness, and is not that elaborate,” he said. “We hire people, try not to loose them, get the best out them while wecan and while we have them.” Kearney said HR directors should follow other support functions in their useof technology. “Customer services and sales are being revolutionised by the Internet,bringing better data, service, happier customers with lower staff numbers. HRdirectors asking “what is next?” should be looking at these sales andservice departments.” Oracle’s experience demonstrates the cost and efficiency benefits of theInternet for HR. The company’s customer service call centres have seen a 45 per cent drop inthe number of calls since it introduced self-service assistance via theInternet.