THE FAMILY REDEFINING HR
In 2009 Jay and her son joined forces to solve a growing problem every company must face
No company wants to breach General Data Protection Regulations. It has the potential to seriously harm relations with clients. Plus, any breach leaves companies at the mercy of a huge fine from the ICO.
‘The fee can be as much as £17.5 million,’ says leading HR specialist Jay Webb from her home office in Loughborough. ‘Or 4 percent of global turnover,’ Mike adds, her son and IT Director. ‘Whichever is higher.’
‘Anyone handling the data of a living person falls under GDPR,’ Mike explains. ‘So, something as simple as a customer email addresses are defined as sensitive information. If a company misuses them, it’s a definite breach.’
‘Most of the time, it’s an honest mistake,’ Jay adds. ‘But some staff members have emailed customer addresses to themselves for criminal purposes!’
One of the popular and unique services Jay and Mike offer is with data protection breaches. Once they inspect the breach, they install measures to stop it from ever happening again.
‘The ICO prefers to work with companies rather than enforce if the correct procedures are in place and followed,’ Jay explains. ‘It also helps to have clear breakdowns of what happens if procedures aren’t followed.’
‘Of course, every circumstance is different. There are even cases where a rogue employee has tried to wipe a hard drive to cover their tracks.’
But that won’t stop Mike. ‘We can uncover data that’s been deliberately deleted,’ he says. ‘Even from five wipes ago.’
Once Mike finds that, Jay supports the employer to handle the disciplinary issues. With such large fines for a breach, all companies need this type of support should the ICO come knocking. For more on GDPR or anything else HR, call Jay Webb Consultancy on 01509 216395 or use our contact fromClick here to view full article >>
Are regional businesses ready for the post-Brexit hiring regime?
The imminent end of freedom of movement for skilled workers from Europe will have a particular impact on employers outside London, says Mini Setty
To read the full article published in People Management on 24 Nov 2020 By Mini Setty Click Here.Click here to view full article >>
What does the new tiered lockdown scheme mean for employers?
As England prepares to move into a new system of regional restrictions, People Management asked the experts how businesses should react?
To read the full article published in People Management on 24 Nov 2020 By Elizabeth Howlett Click Here.Click here to view full article >>
Making flexibility work in the ‘new normal’
We’re three months into the world’s first working from home experiment, says Alice ter Haar. So how can employers harness what they’ve learned during Covid-19?
CLICK HERE to read the full article written by Alice ter Harr on 16 June 2020 for People ManagementClick here to view full article >>
Employers able to recover statutory sick pay this month
Rebate scheme announced in March will open end of May, but experts warn small firms may not claim because launch took so long and the administrative burden is too high
To read the full article published in People Management on 19 May 2020 By Maggie Baska CLICK HEREClick here to view full article >>
Government amends date of employment for furlough purposes
You can only claim for furloughed employees that were on your PAYE payroll on or before 19 March 2020 and which were notified to HMRC on an RTI submission on or before 19 March 2020.This means an RTI submission notifying payment in respect of that employee to HMRC must have been made on or before 19 March 2020. Employees that were employed as of 28 February 2020 and on payroll (i.e. notified to HMRC on an RTI submission on or before 28 February) and were made redundant or stopped working for the employer after that and prior to 19 March 2020, can also qualify for the scheme if the employer re-employs them and puts them on furlough.
Employees can be on any type of employment contract, including full-time, part-time, agency, flexible or zero-hour contracts. Foreign nationals are eligible to be furloughed. Grants under the scheme are not counted as ‘access to public funds’, and you can furlough employees on all categories of visa.Click here to view full article >>
Emergency volunterring leave
EMERGENCY VOLUNTEERING LEAVE
Carrying over annual leave rules to be relaxed
On 27 March 2020 the Government announced that workers who have not taken all of their statutory annual leave entitlement due to COVID-19 will now be able to carry it over into the next 2 leave years.
To read the press release CLICK HEREClick here to view full article >>
The maximum award for unfair dismissal has increased from £86,444 to £88,519.
The maximum amount of a week’s pay used to calculate statutory redundancy payments and various other awards has increased from £525 to £538.
The statutory day rate for a Guarantee Payment used during a period of lay-off or short-time working has increased from £29 to £30 per day.
Click here to view full article >>
Information and consultation requirements (ICE)
All employers must inform and consult their employees on: Selling the business or buying a new one;
making 20 or more redundancies in a 90 day period and/or health and safety issues.
The threshold to request to set up ICE has been lowered from 10% to 2% of employees, subject to the existing minimum 15 employees.Click here to view full article >>
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