The governments Pension reform for Employers to automatically enrol employees into a pension scheme comes into effect October 2012.

The largest organisations and businesses with 250 + employees need to be prepared and ready for the 1st October 2012. These employers are being launched first into the scheme. Once these organisations / businesses have complied with the new law then all employers will be expected to auto enrol all employees into a pension scheme by the required dates set by the Pension law reform Act- approved in 2011.

The Pensions Regulator .gov.uk has prepared  7 steps employers need to follow for auto enrolment: The steps are:

1. Know your staging date – when to act.

2. Assess your workforce.

3.Review your pension arrangements.

4.Communicate the changes to all your workers.

5.Automatically enrol your “eligible jobholders”.

6.Register with the Pensions Regulator and keep records.

7.Contribute to your workers pensions.

It is essential all employers understand their new duties under the law and when to act (staging dates). For further advice and information including the 7 steps to follow please visit:

http://thepensionsregulator.gov.uk

Acknowledgement

Dimension 88 acknowledges the information used including the 7 steps above come from the Pensions Regulator website and useage of this information is in accordance with their terms and conditions.

The Equality Act came into force on the  1st October 2010 and is enforced by the Equality and Human Rights Commission (EHRC).

The Equality and Human Rights Commission has a statutory remit to promote and monitor human rights and to protect,enforce and promote equality across the nine “protected” grounds which are: age, disability, gender, race, religion and belief, pregnancy and maternity, marriage and civil partnership, sexual orientation and gender reassignment.

The act is responsible for protecting equality in all areas of everday life including, employees, workers, service providers, service users, education, further education, Transport and the criminal justice system.

In terms of business and enterprise it is essential for all businesses and organisations to have in place HR policies and procedures to ensure equality and diversity in the workplace is being promoted fairly.

As a business or organisation the Equality Act also protects service users and service providers. It is a good idea to have policies and procedures in place for consumers, clients and external service providers who come into contact with your business.

Where do I find out about Equality and Diversity?

Go to  http://www.equalityhumanrights.com

I am a Small Medium Enterprise with 5+ employees – What Policies / procedures do I need?

Dimension 88 can help you by assessing the policies and procedures that you require for your business.

I do not understand Equality and Diversity in the Workplace – is there a Training course?

Yes – Dimension 88 can train your team in Equality and Diversity

My Professional Bodies revised Code of Conduct stipulates that I must have Equality and Diversity policies and procedures in place – Can Dimension 88 help?

Yes – Dimension 88 can help you to implement the policies and procedures and to train your team.

Equality and Diversity is everyones responsibility and by implementing ”good” practice in the workplace it will ensure a happy and productive work force.

P.S.

Contact Dimension 88 today and make sure your business is legally compliant. Phone: 0845 094 6143

It is essential for your organisation to have in place HR policies and procedures to deal with situations that arise when an employee tells you, as their employer or line manager that they have been diagnosed with Cancer.

Many employees need to have sensitive conversations with their line managers to discuss their options based around work and how the business can support them during their time of treatment.

If you are faced with this difficult situation as a line manager then you should consider the following:

Be sensitive – individuals have different cancer experiences.

Listen to your employee –  ask questions and do not judge.

Check your HR guidelines and Policies to support your employee.

Understand cancer is a defined disability – get advice from HR or an HR consultant.

Respect your employees privacy.

Be aware the impact that an employees cancer diagnosis may have on the wider team.

If you have an HR Manager consult with them about your organisations policy regarding workplace financial entitlements.

Do not forget employees looking after someone with cancer will need your support too.

When an employee needs to take time off work, get together to discuss a return to work plan.

For HR and Training advice contact dimension88.co.uk

For further information about cancer contact Macmillan Cancer Support.

Visit macmillan.org.uk

Gone are the days of either sending a letter or picking up the telephone. Instead we all rely on the internet by sending a quick e-mail.( I know for some of  you out there that even sending emails is a new learning curve.)

But what is social media?

Social media allows you,your employees and your business to communicate on a global scale with people you have probably never come into contact with before. As individuals we can hold conversations,take part in discussions and share or impart knowledge, to other individuals and groups of people, who we are probably never going to meet face to face.

What we all have in common is the need to find, share and discuss information and to gain knowledge. Social media has enabled us to explore our world from our offices and homes by using the internet as a communication platform.

How does social media impact on my business?

Social media is good for business as it is forms discussions and advertising to groups of clients who may need your products or services. Done correctly social media through general discussion can help businesses to grow and develop even in times of recession.

What social media sites are my employees using?

Social media sites are great and some of the most commonly used by employees are:

Face Book – share information,upload pictures and have discussions.(Information can be personal and about work.)

Twitter – shares information by sending tweets. Most employees tweet each other about what they had for lunch or when they are going to the bathroom! Twitter users hold quick conversations by using short sentences containing symbols,words and tags.

You tube – Employees may watch short videos about how to operate a new piece of equipment. Instead of reading about a problem and trying to solve it themselves, they watch other people on video by visually seeing what to do,thus solving a problem fast.

Linked In – Linked in is mainly used by professional business people to network with other like minded business professionals.

What social media sites can my business use?

Small Medium Enterprises should embrace social media and communicate with clients and potential clients by using the above sites. It is imperative for businesses to use social media sites designed for business purposes only.

Why do I need written policies and procedures in place for the use of social media?

It is good HR practice to have written policies and procedures in place for the use of social media within the work place. Many employees are sensible when using social media sites whilst at work. However for those that are not, your business needs to protect itself by communicating what is Acceptable and NOT Acceptable usage of your I.T equipment.

In the long term well written policies and procedures outlining the use of social media in the work place will protect your employees and your employer brand.