Executives and Team

Simon Collyer

Website URL: http://www..abcorg.net
Thursday 20 October, 2016

Tax for Beginners

Universal Credit (UC) makes it easier for people to work flexibly say the DWP - taking part-time and temporary jobs, or accepting extra shifts at busy times. It also helps businesses with the challenge of filling vacancies and recruiting the people they need, when they need them.

With UC available to all new single jobseekers across Great Britain, the DWP have developed a short animation to explain how it benefits employers.

Under Universal Credit your gross income is used for calculating UC. This is a marked difference to how HMRC allows those self-employed to deduct allowable expenses. 

Between March to May 2016 and June to August 2016, the number of people in work and the number of unemployed people increased. The number of people not working and not seeking or available to work (economically inactive) fell.

There were 31.81 million people in work, 106,000 more than for March to May 2016 and 560,000 more than for a year earlier.

There were 23.23 million people working full-time, 362,000 more than for a year earlier. There were 8.58 million people working part-time, 198,000 more than for a year earlier.

The employment rate (the proportion of people aged from 16 to 64 who were in work) was 74.5%, the joint highest since comparable records began in 1971.

There were 1.66 million unemployed people (people not in work but seeking and available to work), 10,000 more than for March to May 2016 but 118,000 fewer than for a year earlier.

There were 891,000 unemployed men, 12,000 fewer than for March to May 2016 and 81,000 fewer than for a year earlier.

There were 765,000 unemployed women, 23,000 more than for March to May 2016 but 37,000 fewer than for a year earlier.

The unemployment rate was 4.9%, unchanged compared with March to May 2016 but down from 5.4% for a year earlier. The unemployment rate is the proportion of the labour force (those in work plus those unemployed) that were unemployed.

There were 8.81 million people aged from 16 to 64 who were economically inactive (not working and not seeking or available to work), 65,000 fewer than for March to May 2016 and 231,000 fewer than for a year earlier.

The inactivity rate (the proportion of people aged from 16 to 64 who were economically inactive) was 21.5%, the joint lowest since comparable records began in 1971.

Average weekly earnings for employees in Great Britain in nominal terms (that is, not adjusted for price inflation) increased by 2.3% both including and excluding bonuses compared with a year earlier.

2.Summary of latest labour market statistics

 

Table 1 and Figure 1 show the latest estimates, for June to August 2016, for employment, unemployment and economic inactivity and shows how these estimates compare with the previous quarter (March to May 2016) and the previous year (June to August 2015). Comparing the estimates for June to August 2016 with those for March to May 2016 provides the most robust short-term comparison. See Section 3 of this statistical bulletin for more information.

Table 1: Summary of UK labour market statistics for June to August 2016, seasonally adjusted

 

  Number (thousands) Change on Mar to May 2016 Change on Jun to Aug 2015 Headline Rate (%) Change on Mar to May 2016 Change on Jun to Aug 2015
Employed 31,811 106 560      
Aged 16 to 64 30,583 84 493 74.5 0.1 0.9
Aged 65 and over 1,228 22 67      
Unemployed 1,656 10 -118 4.9 0.0 -0.4
Aged 16 to 64 1,640 17 -110      
Aged 65 and over 16 -7 -8      
Inactive 19,004 -29 -83      
Aged 16 to 64 8,809 -65 -231 21.5 -0.2 -0.6
Aged 65 and over 10,196 36 147      
Source: Office for National Statistics

Notes:

 

1. Calculation of headline employment rate: Number of employed people aged from 16 to 64 divided by the population aged from 16 to 64. Population is the sum of employed plus unemployed plus inactive.

 

2. Calculation of headline unemployment rate: Number of unemployed people aged 16 and over divided by the sum of employed people aged 16 and over plus unemployed people aged 16 and over.

 

3. Calculation of headline economic inactivity rate: Number of economically inactive people aged from 16 to 64 divided by the population aged from 16 to 64. Population is the sum of employed plus unemployed plus inactive.

 

4. Components may not sum exactly to totals due to rounding.

More comments, following the publication of the report - Independent Case Examiner Department for Work and Pensions (DWP) complaints received between 1 April 2015 and 31 March 2016.

The Independent Case Examiner (ICE) report is also critical about how the JCP are handling complaints against staff. From our own experience, we know that JCP staff - on occasions - are involved in deliberate and flagrant abuse of claimants.

JCP staff actions are being covered-up or ignored by senior manager(s) and this report goes some way towards proving that fact..

Actions for example by JCP staff where they have deliberately withheld or delayed the refund of travel-to-interview expenses, or sanctioned a claimant and then accused them of fraud, without evidence. This was in retaliation to a Claimant making a justified compliant.

We hope that DWP management will seriously consider the points this report makes.

The ICE have been criticized themselves in recent years, by claimant’s for what appears to be frustrating or dismissing bona-fide complaints against the JCP. 

The ICE need to maintain the confidence of the public, lost in part in recent years and to demonstrate 'that they have teeth' and that they are willing to take action. This report is reassuring in that respect.

The ABC feels that 'sanctions' that are appealed should be frozen until a final judgement is reached, and that if this was done we suspect the long delays using Mandatory Considerations and ICE appeals would shorten dramatically. The accuser (the JCP) needs to prove their case 'beyond reasonable doubt' rather than the claimant should have to prove their innocence against an accuser who stands to gain financially, if benefits are stopped or withheld altogether. 

 We also feel that interest should be added to monies withheld [benefits] that are later paid, if the stoppage was found to be unjustified.

At the moment even if a claimant wins their appeal, the DWP have benefitted by holding onto the money without penalty. Whereas, the claimant has suffered considerably if their benefits have been stopped.

This is unfair and against the laws of natural justice.

If a surgeon makes a major mistake, not only can you sue the hospital, but you can take action against the surgeon too. We want to see a system where as - not only the DWP are liable for mistakes paying compensation and interest if money is withheld, but where a Claimant can take individual action against DWP/JCP members of staff, where it can be shown conclusively there were no reasonable grounds for taking the action they did. 

We need to stop the JCP from covering-up and protecting staff that take actions that are malicious and criminally orientated in nature; especially against claimants that have made a complaint or offended staff or branch managers.

We accept that all parties can get upset, however this does not give JCP staff the right to take the 'law into their own hands' and use their position of power over the claimant to take actions that are a clear abuse of their position - confident that senior JCP managers will cover-up such abuse or fail to take any action. 

We need to squeeze out the 'rottenness' in the system. 

The Independent Case Examiner (ICE) state in their report:

‘A theme that has continued with Jobcentre Plus is the way in which they deal with complaints about their own staff. DWP have clear guidance on how to manage complaints about staff. Unfortunately, we are still seeing cases in which the Department have only followed this process in part, and have either failed to document their investigation into the complaint, failed to consider all of the evidence available or failed to inform the claimant of the outcome. During this reporting period we have also seen a number of cases where DWP failed to take any action to investigate complaints.’

The DWP should 'pay close attention to all aspects of every complaint at an early stage' in order to achieve resolution say the Independent Case Examiner.


The annual report from the Independent Case Examiner shows that 72 per cent of investigated complaints about the DWP were upheld or partially upheld in 2015/2016. The DWP recently set aside £22 million pounds of taxpayers money to fight appeals. Money that could better spent on elliminating mistakes in the first place, we would argue at the ABC. 

This report explains the Independent Case Examiner’s (ICE’s) work on Department for Work and Pensions (DWP) complaints received between 1 April 2015 and 31 March 2016.

The report covers the following areas of work:

  • working age benefits (Jobcentre Plus)
  • disability benefits
  • pensions
  • Debt Management
  • private sector companies that provide services on behalf of DWP
  • Child Maintenance Service
  • Child Support Agency

The report also includes information about the standards of service of the Independent Case Examiner’s office.

Please see the full report below:

Live at the ABC

Work and Pensions Committee

Wednesday 19 October 2016 Meeting starts at 9.30am

Subject: Pension Protection Fund and the Pensions Regulator

Witnesses: Dr Baroness Ros Altmann CBE, former Minister of State for Pensions, Tim Sharp, Policy Officer, TUC, Stephen Pugh, Finance Director, Adnams PLC and Paul Duffy, Secretary, SME PPF Levy Consultation Group

Witnesses: Chris Martin, Managing Director, Independent Trustee Services Limited, Andrew Bradshaw, Association of Professional Pension Trustees, and Janice Turner, Co-Chair, Association of Member Nominated Trustees

More businesses employing traditionally lower paid workers are at risk of failure since the introduction of a higher national minimum wage six months ago, according to new figures.13 Oct 2016

The combined number of retailers, wholesalers, transport and logistics firms and bars and restaurants in "financial distress" has increased by 23% since April, according to corporate recovery specialists Begbies Traynor. The firm said that it had seen a "strong link between rising levels of business distress and the implementation of the National Living Wage" at the beginning of April, according to the Financial Times, which published the data.

Separately, the Resolution Foundation has predicted a smaller than anticipated increase in the National Living Wage (NLW) next year, due to its link to median earnings and the impact of the Brexit vote. The think tank said that its predictions showed the "flexibility" of the policy, and answered criticisms from businesses that had argued the NLW should be scrapped in response to post-vote economic uncertainty.

"An increase [in the NLW] to around £7.50 will deliver a welcome annual pay rise of up to £600 for full-time staff," said Conor D'Arcy, a policy analyst at the Resolution Foundation.

"Though that's less than the £800 raise previously forecast, it's sensible that the size of the [NLW] rise adjusts in line with wages of typical workers. This flexibility means that calls from some businesses to scale back the NLW even further are wide of the mark," he said.

The NLW came into force in April, following a surprise announcement by then chancellor George Osborne at the 2015 Summer Budget. It was introduced at a rate of £7.20 for employees aged 25 and over as a premium on top of the National Minimum Wage (NMW), which continues to be paid to younger workers.

Increases to the NLW will be made in line with the recommendations of the independent Low Paid Commission, with the intention that the NLW will reach 60% of median earnings by 2020. It was originally projected to reach £9 per hour by this date. This is now unlikely, according to the Resolution Foundation; which is instead anticipating an increase to £8.60 by the end of the current parliament.

According to Begbies Traynor, the number of businesses employing lower-paid workers that are experiencing financial distress has increased from 78,917 in April to almost 100,000. The firm defines "financial distress" as the business having minor county court judgments filed against it or experiencing a sustained fall in working capital, retained profits or net worth.

Of the over 400 attendees at the recent Restructuring and Insolvency Conference hosted by Pinsent Masons, the law firm behind Out-Law.com, 62% predicted an increase in business failures over the next 12 months.

Reproduced courtesy of Pinset Masons

Challenge Poverty Week 2016

Challenge Poverty Week is fast approaching, and we’re really keen to hear what your organisation has planned for it.  Challenge Poverty Week aims to bring together organisations from across civil society - from grassroots community groups to national voluntary organisations, trade unions and faith groups to highlight what they are doing to address poverty.

Your organisation has a crucial role to play in raising awareness about poverty in Scotland, and we hope you can be actively involved in Challenge Poverty Week. There are three main ways that you can be involved:

•             * Organising an event or some other activity to mark the Week;

•             * Promoting the week through your websites, facebook pages, twitter, etc.

•             * Encouraging your members or supporters to get involved.

You can find lots of resources to help you organise your event here: http://www.povertyalliance.org/challenge_poverty

You can tell us about your event or activity here: http://www.povertyalliance.org/challenge_poverty/tell_us_about_your_activities

Our calendar of activities which are already planned can be found here: http://www.povertyalliance.org/challenge_poverty/calendar_of_activities

For more information, please email:  This email address is being protected from spambots. You need JavaScript enabled to view it.

The U.S. labor market continues to recover from the still lingering effects of the Great Recession, but the question on the minds of many economists and analysts is how long can the healing continue? Or, in other words, has the U.S. economy hit “full employment,” where all the workers who can be drawn into the labor market by a stronger economy are now finding jobs? Understanding trends in the labor force participation rate is key for answering this question. Knowing whether the share of the population actively participating in the labor market can grow much further or whether it will trend down can help determine how low the unemployment rate might go.

First, a quick reminder on how the labor force participation rate affects the unemployment rate. The unemployment rate is calculated by taking the number of unemployed workers and dividing it by the labor force, the sum of the number of unemployed and those with a job. So knowing how much the denominator in that situation is going to change will impact the overall unemployment rate. For more on this, read Equitable Growth Senior Director for Policy Elisabeth Jacob’s testimony on trends in the labor force participation rate.

Views on labor force participation today vary on the extent to which structural forces or cyclical effects from the Great Recession of 2007-2009 are still affecting the participation rate. Many economists and analysts point to the role of structural forces or trends that long predate the Great Recession. But the long-term trend that gets cited the most is the aging of the working population as the Baby Boomer generation reaches retirement. The estimates on the effects of aging can vary quite a bit, but anestimate by the White House’s Council of Economic Advisers puts about half of the decline in participation from 2007 to 2014 into the “aging” category. When it comes to a policy response, it’s hard to change the age distribution of the population in the short run.

The importance of structural forces and demographics might give an impression that labor force participation or other trends are immutable and have to simply be endured. Regardless of how much slack remains in the labor market (the recent slight increase in the rate may be a sign of remaining slack), several structural factors can be addressed through policy actions.

Consider a new paper by Princeton University economist and former Council of Economic Advisers chairman Alan Krueger. The paper takes a direct look at the labor force participation rate and tries to understand what is depressing participation for men and women who are in prime working ages of 25 to 54. When it comes to prime-age men, health problems seem to be a huge barrier to labor market participation. According to the paper, almost 50 percent of men in this age group are taking medicine to control pain, and about 40 percent of this group say health issues are preventing them from taking a job. This is structural force that is not directly related to the Great Recession, but it certainly is amenable to a policy response.

As Krueger notes, such a trend means increased health insurance may help this trend or policymakers may want to look at pain-management interventions. When it comes to trends for prime-age women, there’s research pointing to the importance of family-friendly policies, or rather the lack thereof. Other countries have seen rising labor force participation rates for women, but we haven’t seen that in the United States as Krueger points out. Policies that help provide childcare and paid family and medical leave seem likely to help push back against these trends, as Equitable Growth’s executive director and chief economist, Heather Boushey, details in her recently published book, “Finding Time: The Economics of Work-Life Conflicts.” And paid leave may also help male employment by allowing workers to take time off for their own health problems.

Of course, there is still the possibility that cyclical forces are pushing down the labor force participation rate. As Matt Yglesias notes at Vox, wage growth hasn’t been particularly strong during this recovery, which points to continued weaknesses in the demand for labor among employers. He also points out that a stronger economy could make some of these structural forces seem less structural as employers would be less picky about which workers they hire. The only way we’ll really know is if policymakers, especially at the Federal Reserve, continue to be patient and help the current recovery continue.

Article reproduced courtesy of the Washington Centre For Equitable Growth

Wednesday 12 October, 2016

Companies Put of Hiring Due to BREXIT

Virgin Money is hiring less: Jayne-Anne Gadhia told a roundtable in London that the consumer finance firm has “held down recruitment” to keep a lid on costs due to the uncertainty around Brexit.

She expected other firms to do the same.

Regrettably we think this will be the norm in the coming months due to BREXIT jitters. 

The plus side is you won't have a low paid job working for Virgin, making the hairy one even richer!

'And the oboe it is clearly understood
Is an ill wind that no one blows good'  

Virgin Money Branson in Phone Box

 

Tuesday 11 October, 2016

Royal Yacht Sinks in HofP

Food Banks struggling to cope - the NHS is on its knees – hard working women getting robbed of their pensions – claimants sanctioned and the disabled robbed. What should we do, say knee-bending MP's?

Let's build a new Royal Yacht!

Fortunately, this idea was sunk in the House of Commons debate, despite the support of among others, Liam Fox, Secretary of State for International Trade.

In a September 2016 speech on international trade, Fox implied that Britain's low level of exports were a result of businesspeople becoming "lazy and fat" off the successes of previous generations, arguing that exporting was a "duty" which businesspeople neglected because "it might be too difficult or too time-consuming or because they can't play golf on a Friday afternoon.

Some might argue that Fox’s expense claims could fund a royal yacht, or at least pay for the anchor?

£19,000 for mobile phone charges does seem rather a lot of money, even if he was abroad? 

While people struggle on £7.20 per hour others live large at the publics expense. Many might say: roll on the revolution

In the meantime, let’s have some suitably salty music, one of the most beautiful tracks of all time: 

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Executives

  • Simon Collyer

    Simon Collyer

    Position: Founder & Director

    Simon Collyer hails from Brightlingsea in Essex, a small town on the coast between Colchester & Clacton. Simon worked very successfully in the leisure marine industry in the UK and in Australia. Later in London Simon worked in the web development and publishing fields, founding a below-the-line sales promotion agency in the early nineties and then later a software company Red Banner in South Africa (2002-06). Here in South Africa, Simon became interested in the Third Sector and starting his own organisation.

  • Christopher Johnson

    Christopher Johnson

    Position: Bookkeeping and Administration

    Chris lived in Oxford for twenty years, having been educated at Magdalen College School. Chris sought a career with British Rail and spent twenty years in railway retail management ending with Virgin Trains at Euston Station. Christopher retrained in bookkeeping and accounts in 2000 and now works for Chelmsford Community Transport.

    A strong, enthusiastic team player with a meticulous eye for detail, Christopher brings a range of skills to the ABC.

Team

  • Frances Rimmer

    Frances Rimmer

    Position: Researcher

    When not charming snakes Frances is a Modern History student at the University of Essex, focusing specifically on social history. The lives and experiences of the ordinary person rather than on politics or the military. Outside of her studies, Frances enjoys film and writing. As a keen roller skater who plays roller derby with the Kent Roller Girls, Frances secret wish would be to become a skating instructor and open her own rink, as she has always wanted to help people in some way, and feels it would be great to do so while also sharing her passion with like-minded people.

  • Stuart Meyers

    Stuart Meyers

    Position: Researcher

    Stuart Meyer, is a final year American Studies student at the University of Essex. Stuart focussed his academic life on global justice and the rights of migrants. Additionally Stuart has a passion for writing, both creatively and with the aim of providing accessible information to those who need it most Stuart has made a great contribution to our library of Advice Guides demonstrating his versatility by writing intelligently on a wide range of topics.

  • Louis Jones

    Louis Jones

    Position: Film Maker

    Louis is a 19 year old TV and film student studying at Colchester Institute. Along with hand-picked fellow students, Louis made the ‘Membership’ video that can be seen on the ABC website. Louis volunteers at, Hospital Radio Colchester, as a football commentator. A true fan of the ‘Great Game’ Louis insights have been sought after on occasions by key local media, the Colchester Daily Gazette & even BBC Essex.

  • Marcus Pierpont

    Marcus Pierpont

    Position: Film Director

    Talented student film maker, Marcus Pierpoint, directed the ABC 'Membership' film which can be seen on the organizations website. Marcus has recently graduated from a BTEC course, studying Creative Media Production at Colchester Institute and he claims a true passion for films and filmmaking. Marcus also enjoys radio work and volunteers at the local hospital radio station, producing and presenting his own show. Marcus is enrolled at the University of Greenwich, and dreams of a career in the media industry.

  • Shane Mitchell

    Shane Mitchell

    Position: Film Maker

    Shane Mitchell, is another Colchester Institute Film and TV student that aspirers to be a Director of Photography in the future. Shane was the camera operator for the ABC Membership video, fun to make says Shane but it is also work he is very proud of. Shane loves all things ‘film’ and he makes videos even in his spare time.

  • Joe Corlett

    Joe Corlett

    Position: Film Director

    Ex-student script writer/director, Joe Corlett, directed the ABC's corporate video (About Us) which is now viewable on the main website. Joe graduated from the Colchester Institute with a BTEC diploma in the field of media. Joe is passionate towards film making and hopes to continue making more that are constructed form his own material. On the side he's loves being out jogging in all terrains and when not out side he's writing scripts for future projects. Joe is now out in the world ready to start his life goal of working in the Media industry.  

  • Jon Taylor

    Jon Taylor

    Position: Film Maker

    Jonathan Taylor has been working in the media sector for 3 years and for our filming projects he worked as the production manager. John worked on graphical elements of our film, About Us for example, rendering images and making them look good on screen.

    Jon is also experienced in animation and he made the logo and animation sequences in the ABC corporate videos.

    Part of Jon’s brief was to also organise the administration side of filming, known collectively to admin experts the world over as ‘the paperwork’.

  • Thomas Hearn

    Thomas Hearn

    Position: Film Maker

    Thomas Hearn, has been involved in media, for about three years. Tom likes to work a lot at a computer, particularly the editing suite. For the ABC project, Tom worked on the edit itself; created and pieced together both the footage and the music, Tom created the visual elements of the ABC ‘About Us’ video and put most of the visual effects on the video.

    I think we can agree that along with the rest of our youthful student team; Tom has done a very fine job indeed.

  • Max Gillard

    Max Gillard

    Position: Film Maker

    The last of our film team Max Gillard has recently finished college studying Creative Media Level 3 and Max hopes to continue the course on to University to someday gain a job in the media industry.

    We wish Max the best of luck.

  • Harry

    Harry

    Position: Film Maker

    My name is Harry Genge and I am an aspiring film maker. I have skills in the majority of film orientated jobs, though I am most interested in the creative roles such: Directing, Director of Photography and Writing. In my spare time I make short films, write, read, draw/paint and take the dog out for long walks.

     

  • Ned

    Ned

    Position: Producers

    My name is Ned Woodcraft and I’m an aspiring Producer. As well as completing a diploma in media production I have also had a number of jobs in the professional market. I’m also a keen sailor and water sport enthusiast.

     

  • Brandon

    Brandon

    Position: Producer

    My name is Brandon and I’m an aspiring producer and actor. I enjoy bringing a production together with planning and preparations to create a great finished product. My hobbies also include street magic and bass playing.

     

  • Callum

    Callum

    Position: Writer and Director

    My name is Callum Olive and I’m an aspiring writer and director. I’m always looking for a new project and love writing new stories and screenplays at home and on the move. My hobbies include playing the piano and street magic.

     

  • Joanie DeMuro

    Joanie DeMuro

    Joanie joined ABC team in early 2017. She was one of six student volunteers from the University of Essex in that cohort. The student team focused on a range of projects, including creation of Wikipedia page,‘training manual’ and most importantly, researching and adding entries to the website directory of organisations that assist the unwaged, or those on low incomes. “This placement was very helpful - thanks for the opportunity Simon.”

     

  • Cherry Lam

    Cherry Lam

    Cherry Lam has been volunteering for ABC for one month. Although it is a short period of time, she knows a lot more about the running of a charity organisation. Cherry is responsible for adding directories to the organisation website according to categories. Joining this placement helped her improving skills and gaining new experiences. Cherry says is extremely appreciative of the support she has received from ABC which allowed her to improve skills.

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