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Employment Law Update – Public Sector Pensions Future Perfect

This week the Government announced that it will make a number of concessions as regards public sector pensions. The main amendments are as follows.

The proposed pension contribution increases will continue to apply to those earning more than 15,000 a year. These will start in April 2012.

The offer was announced by Danny Alexander, Treasury Chief Secretary, who made it clear that it is conditional on reaching agreement. If no deal is reached in the talks scheduled to run until the end of the year, the coalition may simply impose a lower settlement.

With the exception of the unions, commentators have largely agreed that it’s a very reasonable compromise. Tom McPhail, Head of Pensions Research at Hargreaves Lansdown, said that it was a very generous deal, pointing out that the government has made concessions on all but one points.

Mr. McPhail said: “The government has proposed that members pay in an average of 3.2 per cent more. Unions are finding that the most unpalatable of the reforms but the government won’t give ground on this. Unions can’t expect to get much more out of the government. It’s a very fair and proportionate offer and will deliver good pensions for public sector workers and represents a very good deal for members. It’s unclear where unions stand but if they press ahead with strike action without taking time out to think about this offer, that would be irresponsible.”

Having achieved a more generous arrangement than most private sector people get. The unions have indicated – one might say somewhat ungraciously – that they propose to continue with plans for strikes. As their members could lose out in the medium-long term, it may well be best for Mr. Barber et al to quit while they’re ahead.

Some concerns about the proposed deal were flagged up by the Director-General of The Institute of Directors, Simon Walker, who disagreed with the Government’s view that the arrangement would last for 25 years. Mr. Walker said that the previous government had diluted public sector pension’s reforms because of the threat of strike action. The coalition runs the risks of making the same mistake.

Russell HR Consulting provides expert knowledge in the practical application of employment law as well as providing employment law training and HR services. For more information, visit our website at or call a member of the team on 0845 644 8955.

Russell HR Consulting offers HR support services to businesses nationwide, including Buckinghamshire (covering Aylesbury, High Wycombe, Milton Keynes, Bedford, Banbury, Northampton, Towcester and surrounding areas), Nottinghamshire (covering Chesterfield, Mansfield, Nottingham, Sheffield, Worksop and surrounding areas) and Hampshire (covering Aldershot, Basingstoke, Reading, Farnborough, Fareham, Portsmouth, Southampton and surrounding areas).

Learn About Colorado Labor Law Posters

In the city of Colorado, it is vital for every organization to display all the public and safety posters that provide all details about the employees’ rights. It is important for the workers to be well-informed about their rights so that they are not deprived of their rights and the employers cannot even violate any of their laws. It is mandatory for every company operating in the state of Colorado to post Colorado labor poster in their organization so that employees can easily review their rights. Most of the organizations in Colorado have realized that the labor law posters of the specific state have been re-written so many times.

The Colorado labor poster has content similar to the posters that have been designed for other states as well. However, the genuine Colorado labor law poster describes that the employer cannot employ any child who has age less than 14 years of old; the minor is not even allowed to enter any collaboration with an adult. Almost all the safety posters in Colorado specify the working time that a child under 15 years old should be allowed to work in the organization. Even when the companies in Colorado allow the minors to work in the organization, then they should not be allowed to work more than eight hours. All the organizations need to ensure compliance with the requirements of thestate labor law posters so that they don’t get trapped in any lawsuit filed against the company by the employees.

The Colorado labor posters need to ensure that they also provide information about the salary caps that are allowed for the employees. As of 2011, workers in Colorado need to be paid at a rate of $7.24 per working hour. Likewise, the organizations must have safety posters as well so that the environment created for the employees is free from any kind of danger. The safety poster must ensure compliance with state labor laws so that they employees feel safe and secured when working in the companies. However, the companies working in every state are advised to visit the government website on frequent basis so that the posters displayed in the organization are updated and all the information in the poster is relevant for the employees. Likewise, the companies can get the posters from online websites as well; only that site must be selected that is reliable and has good reputation in the market.

FAQ For Employees – Sexual Harassment And The Law

The “he said-she said” nature of sexual harassment claims reared its ugly head once again in the sphere of presidential politics in the fall of 2011. One candidate made headlines for allegedly harassing women in a workplace context, charges that dance between criminality and workplace hostility.

While workplace sexual impropriety is not usually a matter of criminal law, it can affect careers and is subject to civil litigation brought by personal injury attorneys who specialize in sex harassment cases. Any employee who is made to endure a hostile situation due to sex abuse of any kind is advised to contact a sexual harassment attorney, another name for lawyers who handle sex harassment cases. With experienced legal counsel, an employee can identify how to stop situations of abuse and achieve appropriate compensation for its effect on his or her career.

Sexual abuse sometimes occurs between persons of the same gender, with several cases establishing the validity of that claim. Note that sexual abuse can be committed or received by persons of either gender, toward a supervisor, laterally at a peer, as well as along the traditional top-down, quid pro quo (“this for that”) path.

Here are the frequently asked questions regarding sexual harassment in the workplace:

Q: A co-worker flirts with and even touches me, but I am not interested in him. I’ve told my supervisor it makes me uncomfortable, but thus far no action has been taken. At what point do I contact a sexual harassment attorney?

A: The key point is your supervisor has taken no action and the unwanted behavior persists. Your company is failing to correct a hostile situation, something prohibited by the law. Call a personal injury attorney who has expertise in this area.

Q: A co-worker and I have been quietly dating outside the office for a few months. There is a company policy that discourages it, but we felt if we kept it a secret there would be no problem. What do we risk in this situation?

A: Your primary risk is defying company rules. In most cases, companies’ concerns over inter-company romance focuses on supervisor-subordinate relationships. If one of you becomes a supervisor to the other, other employees might have a case focused on the unfair advantages that could result.

Q: What does California employment law say about employees who use sexual favors to get promotions? We have such a person in our office and it feels very unfair to the rest of us.

A: California’s Fair Employment and Housing Act (FEHA) states that an employer who allows those advantages to persist is in violation of the law. You and your fellow employees should first speak with your human resources department to address specific incidents where the individual in question committed such an act. If your employer fails to take any action, you might have cause to contact a lawyer with experience in workplace sexual discrimination.

Q: I am one of the few female employees in a company comprised mostly of men. There are occasions where offensive, sexual jokes are told that I find objectionable. Do I have to sit silently and just put up with it?

A: California law forbids sexually suggestive humor in the workplace because it creates hostile working conditions. Speak with your supervisor. If he (or she?) fails to end those types of offensive jokes, you have a right to sue your employer.

Contact a sexual harassment attorney with more questions

No employee should be subject to hostile working conditions. Lawyers who work in personal injury law generally will meet for no fee to discuss a situation and whether it qualifies for litigation.

Important Advisory: This article is not intended to provide legal advice upon which you or anyone else should rely in making any decisions regarding the instituting or prosecuting of a legal claim. Laws and rules relating to the bringing of a claim vary widely from state to state. You should always contact a personal injury attorney to obtain information as to the rules and the laws pertaining to any claim you might have.

Understanding Workers Compensation

Workers involved in any kind of job do carry the risk of getting injured while at work. This is more in case of those jobs that are marked as the ones involving high risk. High risk jobs pose greater threat to the health, safety and even life of the worker who is carrying it out on a daily basis. Take for instance, mining is a high risk job. This is because a miner can face numerous risks while working inside the mine. Issues like collapsing roofs, flooding and drowning, getting trapped within the mine so on and so forth can occur without warning. If a worker loses his / her ability to work for a long time or even permanently owing to any of these job hazards, his / her income may get hampered and the family that is dependent on the affected will also suffer consequences. Thus, it is the responsibility of the employer to ensure that the worker of suitably compensated for his / her losses till the time they can return to work. This concept is recognized by law as workers compensation.

More often than not, the employers try their level best to deny worker’s compensation claims when it comes to them. Being at the top of the food chain, they generally find themselves at a more privileged position and power that enables them to deny claims better. As a worker, the affected individual have no better option than accepting the will of the employers. However, the more enlightened workers seek the help of attorneys and lawyers. Professionals like the workers comp attorney Los Angeles ensure that when any such claim of denial is brought to them, they handle the case to the best interest of the worker. To begin with, these experts have a thorough knowledge of the workers compensation law and that which is applicable to the place where the worker resides. (Point to Note: Workers compensation laws can differ from state to state, and only the lawyers and the attorneys are expected to know the differences at their best).

At times, employers simply deny the claims saying that it was negligence of the worker himself while conducting his / her duties that has called for the unfortunate event. They disown their responsibility even when the workers say that they were never given any proper safety instructions. These are the times when the services of experts have to be called for. Workers comp lawyer Los Angeles can be mentioned in this respect. Unlike the lawyers that work on behalf of the hiring company, these lawyers work in favor of the workers and abide the rules of workers compensation. They go through the entire event that had taken place and evaluate the possibility of receiving a justified sum. They also help the workers to understand their right and fight for it till the time they receive it. One can say in simple words that the worker’s compensation lawyers keep an eye on the of employers when it comes to denying claims.

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