Issue 57, September 2011
Employers & Social Networking
Are you in the know?
Social Networking has become a large part of not only our personal lives, but our work lives. From Blogging to Facebook, Twitter to LinkedIn, recent research released by Acas has claimed that almost 6 out of 10 (55%) employees now use social media at work, either on computers or smartphones.
Social media is a powerful tool that, used wisely, can increase flexibility and productivity within the workplace. However, the conciliation service claims that abuse of social networking by employees,
costs the UK economy up to £14 billion per year, it is essential that as an employer you have the correct HR practices and procedures in place to reduce the impact
of misuse in your workplace.
The internet is awash with relevant information on how to manage social networking, and to save local businesses time; we have found an excellent guide recently released by Acas, highlighting the pros and cons, and
giving guidance how to put a successful policy in place.
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Acas Employer Guide
To Social Networking
Acas has launched an online guide that assists employers in the response to challenges posed by the internet and social media tools use at work by employees and highlights some potential pitfalls they may face;
to include time theft, defamation, cyber bullying, freedom of speech and the invasion of privacy.
Where should employers start? Research by the Institute for Employment Studies, commissioned by Acas, advises employers to:
- Draw up a policy on social
- Treat 'electronic
behaviour' in the same way you would treat
- React reasonably to issues around
social networking by asking 'what is the
likely impact on the organisation?'
Acas have produced
fact-sheets that offer practical tips on how to manage the
impact of social networking. These factsheets can be
accessed clicking on the topic links below:
Social Networking is an important tool for any business, make sure that you are an employer in the know.
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Equal Treatment on the Horizon
Agency Workers Regulations are here
From 1st October, the Agency Workers Regulations (AWR) 2010 give
agency workers the same basic employment conditions (after a 12
week qualifying period) in a given job as if they had been
employed directly by the hirer.
This includes key elements of pay, duration of working time, night work, rest periods and breaks, annual leave and paid time off for ante-natal appointments.
The Regulations also include new entitlements for agency workers from day one of their assignment with regards to access to facilities at the workplace and the right to be notified of any relevant vacancies.
We are offering
one-to one sessions with local employers who maybe unsure of
their obligations together with guidance on how to plan ahead to minimise the affect
of the legislation.
To book a session with an experienced and
qualified consultant, email me at
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