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 Paternity Leave

 

Draft regulations have been issued (likely to come into effect in April 2011) to increase Paternity Leave entitlement from 2 weeks to up to 26 weeks.

This entitlement will be taken from the balance of the mother’s 52 weeks’ maternity leave entitlement not actually taken i.e. mother and partner cannot BOTH take the leave in respect of the same child.

 

The acquired Paternity Leave will be paid at the standard rate of maternity pay but only for the balance of the 39 weeks’ maternity pay not taken by the mother who has returned to work. This entitlement will be taken from the balance of the mother’s 52 weeks’ maternity leave entitlement not actually taken i.e. mother and partner cannot BOTH take the leave in respect of the same child 

  

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Disciplinary & Grievance Procedures

 

From 6th April 2009, the Statutory Disputes Procedures were repealed. These required employers to follow a three-step minimum procedure when dismissing an employee and an employee to follow a minimum level of grievance procedure before making an Employment Tribunal complaint other than unfair dismissal.

 

However, employers must still follow the revised ACAS code or run the risk of losing at an Employment Tribunal with enhanced compensation to the claimant. It's essential that you have written Disciplinary and Grievance Procedures in place.  See the new ACAS Code

 

Our Recommendations:

 

1. Talk to us about reviewing your disciplinary and grievance policies and procedures to ensure compliance with the new ACAS Code.

2. Talk to us if you don't have written procedures

3. Consider our training

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Training Time

 

The Bll giving employees the right to request time off for training will receive Royal assent in November 2009.

 

From April 2010 employees working for employers employing 250 or more will have the statutory right to request time off for training leading to a relevant qualification. This right will be extended to all employees from April 2011.

 

As with Flexible Working requests employers must give serious consideration to a request and they are not obliged to agree if there is a good business reason not to (e.g. the qualification is not relevant to the individual's job or future development)

 

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 The D3 Employee Solutions Briefing

 

We issue a monthly Briefing aimed at briefing employers about employee's rights. So far we have covered:

Issue 1 - Employment Status and Contracts of Employment

Issue 2 - Unfair dismissal & Retirement Rights

Issue 3 - Discrimination in Employment

Issue 4 - Managing Staff Absence

Issue 5 - What's new in 2010

Click here to see any or all Briefings and e-mail us to subscribe to future editions

 

Our Briefing is managed by greenmessage.  If you would like help with your e-marketing, contact them via www.greenmessage.co.uk Tell them D3 Employee Solutions sent you