Time Off For Training
revised scheme from 2017. Systems which satisfy HMRC requirements are simply referred to as being tested and recognised. Go to https://www.gov.uk/payroll-software for more information.
TIME OFF for TRAINING From 6th April 2010 employers with more than 250 employees have to allow employees with 26 weeks’ service the right to request unpaid time off to undertake training that will provide them with additional business skills. COPYRIGHT © 2021 THE CHARTERED INSTITUTE OF PAYROLL PROFESSIONALS TURERA The Trade Union Reform and Employment Rights Act 1993 introduced major reform of the law governing industrial relations and employment law in a number of areas. Section 15 of the Act established rules governing the deduction of union subscriptions from pay, commonly termed ‘check-off’. This section arguably has the most impact on the administration of payroll. For deductions from pay to be lawful there must be: • prior written consent from the worker, and • where there is to be an increase in the amount deducted, the employer must give the employee at least one month’s advance notice together with a reminder that consent to deductions from pay may be withdrawn at any time. TURERA includes provisions governing: • election and political fund ballots • trade union merger ballots • confidentiality of the independent scrutineers • repeal of the Secretary of State’s power to establish schemes for the funding of trade union ballots • annual trade union certification returns • provision of an annual financial statement to all trade union members • power of investigation into trade union financial affairs • provision of penalties for criminal offences and disqualification from office • protection of union members or non-members against acts of discrimination by an employer to either deter employees from, or compel them to, join a trade union • granting employees the right not to be excluded from union membership • extension of conduct provisions for which discipline imposed by a trade union is unjustified • industrial action by postal ballot and notice provisions • rights of citizens to halt unlawful industrial action which deprives them of goods or services • maternity leave and absence provisions for all employees regardless of their length of service or hours of work • rights to written particulars of employment to all those employed for at least 8 hours a week • right to an itemised statement of pay extended to employees working 8 or more hours per week (subsequently changed by the Employment Rights Act 1996) • employment protection rights when carrying out duties related to health and safety. Provision for all employees of protection against dismissal for asserting a statutory employment right. No printing, copying or reproduction permitted.
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