June 2019


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This month we would like to share with you the latest news within Cluer HR, as well as keeping you up to date with developments in the world of HR and employment law as they occur.

It’s all part of the service. We hope you find it useful. Your comments and suggestions are always welcome.

Creating a harmonious workplace

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The key to creating a harmonious workplace is having strong and effective leadership. Attitudes and behaviours that are projected by senior members of staff filter down to the employees – so it’s important that positivity and co-operation are prominent within the workplace.

Portraying a sense of confidence and experience in the leadership approach is important in gaining trust and respect from the team, ultimately prompting a shift in attitude – if necessary.

Effective communication is a must in the workplace, since it boosts productivity, and encourages employees to express any concerns. It’s also essential to maintain a positive attitude; remaining calm and tenacious around the rest of the team ensures that they, too, remain positive. Although small teams can be intense, the employees within them create a close-knit community where more time can be spent sharing problems and solving issues.

Particularly within SMEs, it’s important that leaders continue learning about leadership skills since problems can arise when small businesses eventually grow.

Our owner, Kirsten Cluer, advises on the importance of effective leadership within the workplace in her contribution to this month’s online article. Click here to read the full version.

Direct discrimination and harassment court claim

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This month, we’ve taken a look at Daniel Barnett’s case study of direct discrimination and harassment claims, which were made by a school teacher against his place of work, The Cardinal Hume Academies.

The Claimant, Mr Ahmed, suffered from dyspraxia – a condition that affects co-ordination. At work, he cannot write by hand for more than a few minutes. This led to the school becoming concerned that he might not be able to carry out his role to full capacity – and, consequently, suspending him pending further investigation.

Mr Ahmed claimed that his suspension was an act of direct discrimination and harassment made by the school; however, this was dismissed by the tribunal on the grounds of his handwriting being an adverse effect of his disability, with his treatment by the school not being based on the form of his disability itself.

To read the full case, see here.

Why is the new Parental Bereavement Pay Act so important?

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The new Parental Bereavement Act, set to become official in 2020, will involve businesses being required to grant paid leave to employees who have suffered a bereavement. This month, we’ve featured in bytestart.co.uk, where our owner, Kirsten, discusses the new legislation.

Grief can affect everyone differently, so it can often be difficult to know how to handle the situation. According to the Tommy’s charity, the UK has one of the highest stillbirth rates in Europe – and this is something that cannot be ignored, especially within the workplace.

The forthcoming proposals provide many companies with the opportunity to either review their current compassionate leave schemes, or create a scheme that focuses on parental bereavement. Experiencing a loss such as this can lead to feelings of isolation, and even depression – so time should be given by the employer to engage with and support the employee upon their return to work.

Please click here to read the full article.

Blog of the month

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Many employees underestimate their holiday entitlement, or assume their voluntary overtime shouldn’t be included in their holiday pay calculations. This has become a popular topic of conversation recently, especially considering the impacts of the rise in living expenses.

A campaign has been created by the government that aims to ensure employers are providing their employees with the correct quantities of holiday pay – as it’s been noticed that many workers are being ‘short changed’.

It has been found that many workers who are not working the typical 9-5 week believe that they are not entitled to holiday pay or expect to receive less than the legal entitlement.

Although voluntary overtime is not obligatory, and this work is carried out by choice, is it fair for those employees to work unpaid?

To read the full blog, click here.

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