is still awaited. In January 2012 the Supreme Court will hear appeals from the Court of Appeal decisions in Homer v Chief Constable of West Yorkshire Police and Seldon v Clarkson Wright and Jakes . In both of these cases the claimants’ appeals were dismissed by the Court of Appeal. Mr Seldon’s compulsory retirement at 65 was held to be objectively justified and Mr Homer was not directly discriminated against by being required to hold a law degree before he could be promoted.
REGIONAL MEDIATION PILOT SCHEME LAUNCHED
24 January 2012 The latest steps in reforms to the employment tribunal system are unveiled with the announcement of a pilot scheme for two regional mediation networks for small and medium- sized enterprises (SMEs). Cambridge and Manchester will be the first regional mediation networks where the Department for Business, Innovation and Skills will fund mediation training for employees from a group of 24 SMEs in each of the pilot areas later this year. A network of trained mediators will be available to provide mediation to other organisations in their respective network. It is anticipated that this will help resolve workplace disputes, at the earliest possible opportunity, before they reach the employment tribunal stage. The intention to pilot two regional mediation networks was published in the Government response to the Resolving Workplace Disputes consultation. The pilots will run for 12 months and, if successful, the Government will consider introducing them into other areas of England, Scotland and Wales. An open tender to deliver the mediation training for prospective candidates has been published today and can be found on the ‘Contracts Finder’ website. HARROW COUNCIL CONSULTS ON FLEXIBLE WORKING TO AVOID REDUNDANCIES AND PAY CUTS 24 January 2012 Staff at Harrow Council are to be asked their views on new terms and conditions to help reduce costs as the authority has to find £62 million of savings over four years. HR Magazine reports: The authority has to find £62 million of savings over four years. To deliver savings without the blanket pay cuts or additional redundancies seen at other local authorities across the country, more modern, flexible working practices are being proposed in Harrow. On Thursday (19 January) the Council’s Cabinet approved the consultation after failing to reach collective agreement with the trade unions. Staff will be asked for their views on changes, which will enhance existing flexible working arrangements. The move would help the Council to break away from the culture of nine to five, Monday to Friday working, which restricts the way the Council delivers services. It would mean employees, where appropriate, could work at weekends or in the evening at no additional cost to the council, to help balance their work and home lives. Staff will also be asked to comment on plans to reduce senior managers’ pay, raise minimum pay levels to the London Living Wage and introduce a training allowance for apprentices. Read the full story........
CIPP Policy News Journal
09/10/2012, Page 217 of 234
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