Food and drink manufacturers should do more to protect themselves against supplier malpractice as the risk of reputational damage rises.
The manufacturing sector is wide and diverse. It can also be very dangerous. Each year, on average, 22 workers in the manufacturing industry die in workplace accidents. This means that the industry is top of the agenda for the Health and Safety Executive (HSE).
Earlier this year, it was reported that Kraft Heinz had entered into negotiations to acquire Unilever. Almost overnight, however, the deal sensationally collapsed. Interesting as this story was, it brings into focus some of the perils of aborted deals and steps that can be taken to minimise the pain.
We live in an increasingly interconnected world — personally and in business; the ability for us to keep in touch with our lives from wherever we are has led to a fundamental paradigm shift in the work-life balance. Isn’t it wonderful to use our smartphones to check what is happening in the workplace or the factory; to adjust the heating, to turn the lights (or anything else) on or off; we can even have devices which open the doors in the morning and lock them at night.
Part 4: Employee monitoring under the GDPR
The General Data Protection Regulation (GDPR) will be enforceable as of May 2018 and will impact the day-to-day activities of HR teams and employers on a wide scale. In part 4 of our series on the GDPR and what it means for employers, we focus on the controversial topic of employee monitoring, and how this will be effected under the GDPR.
A recent survey issued by PwC has highlighted the record level of fines issued by the Information Commissioner’s Office (ICO) in 2016; however once the General Data Protection Regulation (GDPR) comes into force on 25 May 2018 – with fines of up to €20,000,000 a single fine alone could be over the ICO’s current yearly fines!! If you are already preparing for the GDPR, your organisation has less than a year to do so.
With a view to implementing fair and non-discriminatory pay structures, Scottish local authorities engaged in a process of merging terms and conditions of manual workers and so called ‘APTC’ (Admin, Professional, Technical and Clerical) staff. As part of the process of implementation Local Authorities provided 3 years of pay protection to those suffering a drop in wages under the new pay structure.
How often do we check the weather forecast, while sitting beside a window? Why do we rely on forecasts when facts are so frequently staring at us? The Northern Irish High Court was recently faced with this conundrum in Northern Ireland Housing Executive v Healthy Buildings (Ireland) Limited. The High Court analysed the assessment of compensation events under the Professional Services Contract that forms part of the NEC3 suite of construction contracts. NEC3 is a popular form of construction contract used both in the UK and internationally to procure major projects.
One possible area of conflict that can arise when parents separate or divorce is the payment of financial support, or child maintenance, for any children from the relationship.
In Focus Care Agency Ltd v Roberts  UKEAT/0143/16/DM, the Employment Appeal Tribunal (EAT) considered the difficult issue of whether employees who “sleep-in” in order to carry out duties if required are entitled to be paid the National Minimum Wage (NMW) for their entire shift or only when they are awake and carrying out their relevant duties.