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Archive for June, 2008

Employee’s right to request time for training…starts 2010

Thursday, June 26th, 2008

On 18th June the Department for Innovation, Universities and Skills announced the start of a consultation period (ending on 10th September: timetotrain.consultation@dius.gsi.gov.uk) on proposals to give all employees with at least 6 months continuous employment the right to request time off from work to attend training courses relevant to their job. Consultation on the final draft inspected in early 2009 with legislation in late 2009 coming into effect in the first half of 2010. It is proposed that employers may refuse a request for sound business reasons and that employers are neither obliged to fund training costs nor pay employees during training.

For further details and commentary please download the full article for free on ContractStore’s website.

More controls on employers - pensions this time

Tuesday, June 24th, 2008

Encouraging or forcing workers not to save in a workplace pension will become unlawful under proposed changes to the Pensions Bill, Minister for Pensions Reform Mike O’Brien said today.

The DWP intends to amend the current Pensions Bill  to prohibit employers from offering “inducements” - such as higher salaries or one-off bonuses - which encourage workers to opt out.

The amendment will also cover circumstances where employers simply try to force their workers to opt out. This will leave individuals free to decide if they want to be a member of a workplace pension scheme. The ban would come into effect with the introduction of auto-enrolment from 2012.

Minister for Pensions Reform Mike O’Brien said:

“It is very important that people are allowed to meet their retirement expectations by building up the savings they need. Decisions on whether or not to save in a workplace pension need to be taken free of any unfair pressure. That’s why we want to prevent employers from trying to pressurise staff or tempt them with ‘live for today’ inducements into opting out of pension saving.

“Whilst it may seem attractive in the short term to accept an inducement to opt out, when people reach retirement with a lower pension, they’re likely to regret taking the easy option.”

The Pensions Regulator will be responsible for enforcement of the prohibition on inducements - as well as its new key role of ensuring that employers fulfil their duties under the Bill, including the requirements to automatically enrol staff into a good workplace pension scheme, and provide the employer minimum contribution of three per cent.

Limiting your liability needs careful drafting

Tuesday, June 17th, 2008

Almost any company  which has terms and conditions of business  will want to limit its liability for claims from its clients or customers.  The precise wording of a limitation clause needs careful consideration, not least so as not to fall foul of legislation such as the Unfair Contract Terms Act.

 A useful article on the subject has just been published by Bristows Law Firm.  This deals with a case where Regus, who let out serviced offices, had a dispute with one of their tenants over the air-conditioning. The Court of Appeal decided that Regus’ Terms, which excluded liability for loss of business, loss of profits and any consequential loss were not, in the circumstances unreasonable as the tenant had claimed.

However the Court also decided that the real loss suffered by the tenant was the reduction in value of the premises due to the inadequate airconditioning and,  in spite of the very wide exclusion clause, the wording did not exclude liability for this type of loss, so the tenant could recover some damages. 

Useful tips offered by Bristows as a result of this case:

-Review exclusion and limitation of liability clauses regularly - no business can afford to be complacent about their enforceability.

-Ensure drafting is clear and unambiguous.

-Avoid depriving a party of any remedy for your breach of contract - a Court is likely to consider this to be unreasonable. However, it seems that the general practice of excluding financial losses such as loss of profits and consequential losses will not be unreasonable per se.

-Remember that the question of reasonableness is entirely dependent on the individual facts of each case - a clause which is considered to be reasonable in one dispute, might not be in another. 

For the full article go to http://www.bristows.com/?pid=46&level=2&nid=1151

DIY employment contracts put businesses at risk

Tuesday, June 10th, 2008

ContractStore recently ran an online survey for SME’s about the threats facing their businesses, and what they are doing to protect themselves.

The research shows that as many as one in three businesses make up their own employment contracts.

Giles Dixon, managing director of ContractStore.com, says the findings are worrying and believes that the trend is due to a renewed focus on the economy.

Less than 10% of business owners regard being taken to a tribunal as their ‘biggest threat’ whilst approximately 40% of businesses name the economic downturn as their number one concern.

Dixon commented: “As times are possibly set to get tougher, it is vital to ‘batten down the hatches’ and leave no stone unturned with regards to protecting your business – whether this is guarding against bad debtors or making sure you are not exposed to employee claims”.

View the results summary here.

We’d like to extend our thanks to all the people who took the time to take part in the survey.

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