News
This page holds information concerning both national and local issues.
Changes in the Law
The law has changed. From 12 October 2009, new measures are being introduced to help prevent unsuitable people undertaking paid or volunteer work with children or vulnerable adults.
It’s called the Vetting and Barring Scheme (VBS) and the Independent Safeguarding Authority (ISA) has been set up to help implement the Scheme and make decisions over who should be barred from working with vulnerable people. Those decisions are legally binding too. Failing to comply could result in both the employer and the employee or volunteer being prosecuted, or even going to prison.
From July 2010 all new employees, those moving jobs and volunteers who want to work with children or vulnerable adults can register with the ISA. From November 2010, they must be ISA-registered. From then on it will be illegal to employ new people who are not ISA-registered.
For more information about the changes download the fact sheet here>>.
The ISA has also produced a useful document called 'Am I affected?' which shows in diagrammatic format how the new law may impact upon you.
If you need any further information about the ISA, VBS, the ISA-registration process, who is affected and how, please visit www.isa-gov.org.uk or call 0300 123 1111.
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The Cost of Criminal Records Bureau Checks will be Reduced
The Home Office has announced that the cost of standard Criminal Records Bureau (CRB) checks will be cut by £5 from October 2009.
The cost of a standard disclosure will go down from £31 to £26, although the cost of enhanced checks will remain at £36. The fee reduction is due to an expected increase in the volume of disclosure applications being processed because of the new vetting and barring scheme, which comes into effect in October.
Those working with children will still have to pay £64 to register for the vetting and barring scheme. This includes a £28 fee to register with the Independent Safeguarding Authority and £36 for a CRB check.
The Home Office said the reduction in cost will mean total savings to customers of £1 million. The new fees will apply from 1 October 2009 throughout the remainder of 2009/10.
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National Minimum Wage Rates
As of the 1 October the the National Minimum Wage (NMW) Regulations have changed.
Tips, gratuities, cover charges and service charges will not count towards National Minimum Wage pay in any circumstances. National Minimum Wage rates will increase for pay reference periods starting on or after 1 October 2009 as follows:
* £5.80 an hour to workers aged 22 and above
* £4.83 an hour to workers aged 18-21
* £3.57 an hour to workers aged below 18 who are no longer of compulsory school age
In addition you will be able to offset from the NMW an amount of £4.51 per day for each day that you provide a worker with living accommodation.
Pay and Work Rights helpline
A new helpline is now operating providing practical help and advice on a number of government-enforced employment rights. It provides a one stop shop allowing workers and employers to obtain information and advice in confidence about these rights, and also enables workers to report abuses, including multiple issue breaches.
The helpline (0800 917 2368) is open from 8.00am to 8.00 pm Monday to Friday and 9.00am to 1.00pm on Saturday, and is equipped to support multi-language calls.
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Statutory Annual Leave
The current statutory holiday entitlement of 4.8 weeks (24 days for a worker working a five-day week) is increasing. From 1 April 2009, workers are entitled to 5.6 weeks of paid holiday 28 days if they work a five-day week).
For part-time workers, holiday entitlement is worked out on a pro-rata basis. This is a minimum entitlement to make sure workers get four weeks holiday plus time off equivalent to the bank holidays. You can choose to offer more. Any days off for public or bank holidays can be counted towards a worker's statutory holiday entitlement as long as it is paid leave.
From 1 April 2009, payment in lieu of statutory holiday entitlement will not be permitted except when employment ends, although payment in lieu of any leave above the statutory entitlement can be allowed depending on the employment contract.
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