Of its many findings the report reveals that many public sector workers have reservations about performance related pay. The survey which focuses on UK employees and is carried out by YouGov “reveals that just one in three public sector workers think their salary should reflect their individual performance, compared to more than half of private sector workers. In the private sector, 54% believe that their salary should reflect their own performance, 36% inflation/the cost of living and 32% their experience. In the public sector, workers feel their pay should reflect inflation/the cost of living (55%), individual performance (36%) and their experience (33%).”
CIPD press release
BAD WEATHER - IMPACT ON THE WORKPLACE
18 January 2013
In light of the current artic weather predictions Acas have produced some guidance for employers.
Whilst we are sure that you will all have allowed for bad weather conditions within your contingency plans, it is always sensible to review those plans in light of the latest guidance.
Amongst other things, the Acas guidance reminds us that:
There is no legal right for staff to be paid by an employer for travel delays (unless the travel itself is constituted as working time or in some situations where the employer provides the transport). However, employers may have contractual, collective or custom and practice arrangements in place for this. Discretionary payment for travel disruption might also be of use. Some organisations offer discretionary payments for travel disruption or have their own informal arrangements for this purpose. Such arrangements are normally contained in staff contracts or handbooks or through collective agreements. There is no legal right for staff to be paid by an employer for travel delays (unless the travel itself is constituted as working time or in some situations where the employer provides the transport). However, employers may have contractual, collective or custom and practice arrangements in place for this. Discretionary payment for travel disruption might also be of use. Some organisations offer discretionary payments for travel disruption or have their own informal arrangements for this purpose. Such arrangements are normally contained in staff contracts or handbooks or through collective agreements. Even if businesses are damaged by the effects of absent workers they should still ensure that any measures they take are carried out according to proper and fair procedure. This will help maintain good, fair and consistent employment relations and help prevent complaints to employment tribunals. Consider reviewing your policy and thinking about how you handle future scenarios. It would be best to put an "adverse weather" or 'journey into work' policy into place that deals with the steps employees are required to take to try to get into work on time and how the business will continue if they cannot. You need to decide how to deal with lateness and what will happen with regard to pay. Having such a policy should mean, there is much less scope for confusion and disagreement. Information technology could be useful in enabling a business to run effectively if many employees are absent from work, for example using laptops or smartphones.
CIPP Policy News Journal
12/04/2013, Page 326 of 362
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