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I just want to say a huge thank you to everyone that voted for me in the ‘Women Inspiring Women’ Awards.
I am delighted to tell you all that I won the ‘Woman in Business’ Award and was finalist in the ‘Inspirational Woman’ Award.
Thanks again. Without your votes this would not have been possible, you have all made me a very happy lady.
Well done to all, click here to see all the winners & finalists!
Our MD Jacqui Mann has been shortlisted for two awards in the Women Inspiring Women Awards and we’d be absolutely thrilled if you’d please vote for her before midday on 16th May. Please follow the steps below…
Visit Jacqui’s nomination page on the Women Inspiring Women Awards website
http://www.womeninspiringwomenawards.co.uk/jacquimann.html and follow the link ‘Click here to register to vote’.
Enter your name and email address on the voting registration page. As soon as you’ve done this you’ll be sent an email with details of how to vote. If you don’t receive this email right away, please check in your spam folder.
Click on the link in the email to be taken to the voting page. It’s vital that you do this as it confirms that you’re a real person (otherwise your vote won’t count). This link is unique to you and must not be shared.
Cast your vote on the voting page. Jacqui has been nominated for Woman in Business and Inspirational Woman. You can vote for as many people in as many categories as you wish, although obviously we’d love it if you’d please vote for Jacqui!
Go to page 6 (the final screen) of the voting and enter the same Name and Email Address that you used when registering to vote. This is designed so that the voting is secure and fair. Then click on the Finish Survey button and you’re done!
The deadline for voting is Midday on Thursday 16th May. The winners are to be announced at the Awards Ceremony & Dinner on Friday 17th May. Thank you so much for your support.
The Government has announced that the national minimum wage is to rise by 12p an hour to £6.31 for adults and by 5p to £5.03 for 18-to-20-year-olds from October this year.
These latest minimum wage rates were announced by the government and recommended by the Low Pay Commission (LPC). The LPC did recommend a wage freeze for apprentices but the government increased the rate by 3 pence to £2.68 an hour.
This month sees the following changes in statutory pay:
Look out for our blog & on our social media soon where we’ll be highlighting the key changes to employment law your business will need to know.
With the disruption that’s been caused with the recent snowfall and adverse weather conditions, and reports indicating more to come, this guide highlights the issues you may face and practical advice on dealing with them:
What if my employee cannot get to work due to the severe weather conditions?
Employers are not obliged to pay employees if they are unable to get to work and carry out their work required by the company. However, employers can choose to pay employees as a goodwill gesture.
What if my employee has to stay at home and look after their child due to a school closure?
This is a popular problem that most employers face. Employees are entitled to time off for emergencies related to their dependants. This time however can be unpaid.
Can my employee work from home?
It may be worth looking into whether your employee is able to carry out some of their day to day duties and work from home. If an employee suggests working from home they are only entitled to be paid for work carried out so you can pay employees pro rata for any hours worked. However, this can be difficult identifying and proving exact hours worked. If you as an employer agree that your employee can work from home, you should expect to pay them their normal rate of pay.
Can I make my employees take the time off as annual leave?
Employers cannot force employees to take any time off as annual leave. You can however decide between employer and employee whether they should take their time off as annual leave, unpaid leave, or possibly make the time up.
Due to the temporary nature of adverse weather conditions, you may wish to exercise good will when dealing with the above issues, and pay employees who cannot attend their normal place of work through no fault of their own.
