Work TV

A CEO takes home more in three days than one of his employees can earn in a whole year. Huge pay gaps in the UK lead to rising inequality, but it doesn't have to be like this...

We do like this new film from the High Pay Centre. 

Employment Law updates 

All young people in England will need to participate in education or training until the age of 18. 26 June 2015

A health and work assessment and advisory service is to be introduced, offering free occupational health assistance for employees, employers and GPs. The service can provide an occupational health assessment after four weeks of sickness absence. Further information is available from GOV.UK - Fit for Work guidance. Roll out during 2015

New regulation come into force to prevent claims of arrears of holiday pay going back more than 2 years. 1 July 2015

Families where both parents work and each earns less that £150,000 per year will be eligible to receive 20% of their yearly childcare costs of up to £2,000 for each child or £4,000 if the child is disabled. Autumn 2015

National Minimum Wage rate increase

Workers:

aged 21 and over - £6.70 per hour

aged 18-20 - £5.30

aged 16-17 - £3.87

Apprentices under 19, or over 19 and in the first year of the apprenticeship - £3.30 per hour.      1 October 2015

Employment

UK employment is still firmly on the up, a trend that has continued since late 2011, according to the Office for National Statistics’ (ONS) latest labour market report.

For the period February to April 2015, 73.4% of people aged 16 to 64 were in work, up from 72.7% in the same period last year. The unemployment rate for the period was 5.5%, down from 6.6% a year ago.

The employment rate was the highest in the South-West (77.3%) and lowest in Northern Ireland (68.4%). The largest increase in workforce jobs was in the West Midlands (40k), while the largest decrease was in the South-East (32k).

Positive news also came from the Department for Work and Pensions. Figures just released show that wages have grown faster than at any point since 2007, with annual real wage growth now at 2.7%.

At the same time as the ONS released its statistics, the Freelancer and Contractor Services Association (FCSA) released its first monthly contingent labour workforce update. Based on ONS figures over the last year, it shows that over a fifth of the UK’s workforce work on a contingent basis, particularly those in the 16-24 and 50-64 age brackets.

Source ACAS

Anne METTLER is a Founder of the Lisbon Council whom we met at the EU Social Innovation Awards 2014. Anne is now the Head of the European Commission's new European Political Strategy Centre. Anne’s latest strategy note for Commission President Jean-Claude Juncker is on the social dimension of having the euro as the continent’s currency: http://bit.ly/1eAjx67. The note takes a firm Juncker-esque line, saying the social aspects of the euro have “too often been neglected, due to the implicit assumption that making EMU more ‘social’ would somehow hamper the economic performance of the euro area. Nothing could be further from the truth ... Upward convergence must be seen as the unifying common goal and leitmotif of Economic and Monetary Union. European citizens should no longer equate it with declining living standards and lower disposable incomes, especially since many of these phenomena are driven largely by Member State decisions"

EUROPE HAS A TWO-CLASS LABOR MARKET: Matching the multi-speed theme of the week, Mettler’s note acknowledges that long-term unemployment has doubled since 2008 and “Member States have tended to focus primarily on flexibility at the margins of the labour market, which in turn has led to a gaping duality in labour markets .. pits mostly older insiders with permanent contracts that enjoy maximum protection against a growing number of younger outsiders confronted with short-term contracts.”

It is about time the EU started to tackle zero hour contracts. Soon it is feared. in George Osbourne's July Budget, Jobseekers may be for forced to work for less than the minimimum wage. 

Anti-Austerity marches went on without a hitch, tens of thousands of people have taken part in anti-austerity demonstrations in UK cities. ‘A beautiful peaceful march’ said artist Charlotte Church.

The biggest march was in London. Union leaders and celebrities including Russell Brand and Charlotte Church have addressed crowds, while protests also took place in Liverpool and Glasgow.

The London rally was also addressed by Northern Ireland's Deputy First Minister Martin McGuinness, former Coronation Street actress Julie Hesmondhalgh and Labour leadership hopeful Jeremy Corbyn.

The government says austerity measures are vital to cutting the deficit.

The argument is it fair to pass on debts to our children is often made, ignoring the fact that a growing economy and inflation that has changed the debt to GDP ratio in the past.

Little is being done to help small businesses. All the cuts during the last parliament equalled the amount of tax cuts given to the better off. 

The Colins Awards 2015 - Level 3 Media

Colchester Institute  -  The Colins Awards 2015 - Level 3 Media, are being presented at the Odeon Head Street, Colchester, Essex CO1 1NH 23th June, 11 Till 1pm 

Simon Collyer founder of the ABC is attending the screening of the first two WORKTV™ films created by Colchester Institute Students. Simon will be presenting the awards.

The films are:

 A Career as a Professional Sportsman - and features David White, ‘Whitey’ to his friends a top professional windsurfer and kite boarder.

 Team

•          Callum Olive
•          Brandon Hill
•          Ned Woodcraft
•          Harry Genge

A Career in Technical Theatre - explorers the different rolesin the theatre. Focusing on sound and lighting.

Team

•          Toby Harris
•          Ed Cepaitis
•          Starr Sawyer
•          Jess Hastings

Both films will be on-line shortly.

http://www.colchester.ac.uk/creativeartslive/events/colins-awards-2015-level-3-media

Tenants are frequently put under pressure by private landlords when applying for Housing Benefit, sometimes with threat of eviction. These guidelines are from a Freedom of Information request to Colchester Borough Council.

FOI requests have to be responded to with 40 days but frequently this is much quicker.

If you come under pressure you can quote these times to as a guide. If you have a reasonable landlord they ought to take these times into consideration, be patient and wait for your application to be processed. The Council will have other applicants also under pressure, and it is fair and reasonable not to bombard them. Processing times have increased in recent years because of the due diligence that Councils are required to take. 

1.            For new customers                 22.43 days.(applications)
2.            For existing customers          10.04 days (changes in circumstances).

If you are put under extreme threats such as violence. The Council will have an officer to deal with such issues. As a last resort you can take the matter to the police. Alas, you may get told this is a civil matter, so stand your ground and make sure you put any complaints in writing. Send the letter recorded delivery and put the letter with the receipt attached in your 'legal' folder in date order. 

A polite  but firm letter to your landlord is also a good idea, again sent the same way. The written rather than spoken word, carries more weight in a lter dispute if matters become contested in court and a landlord - with any intelligence – is not going to assault a tenant who has a good knowledge of the law.

Money is an emotive subject, so it is best never to get aroused however much provocation is received. Stay calm, stay professional and put responses in writing. Evidence the fact that you have been trying to resolve the situation. A landlord that assaults you, not only faces criminal charges - a fine or jail term, you can then sue them for sizable damages in a civil court. 

Article: With special thanks to Colchester Council for providing their figures. 

The ABC has been fighting this morning with an organisation people love to hate, - Microsoft. 

In the good old days, people would buy software products and upgrade to later versions, as and when the organisation could afford to do it. Organisations could upgrade when they felt it was necessary, desirable or affordable. Frequently these organisations were ones working in the Third Sector without the budgets available, of their profit making cousins. It was not just upgrading the product, the training cost and timing to moving to new software and getting the staff up-to-speed is crucial. Upgrade in your busy season, and it can be a recipe for business disaster. 

Microsoft have forced customers onto Office 365 with its annual fee. A Home Office user is now having to fork out a pricy £79.99pa which is all well and fine if you have it. £80 to those on low incomes, such as Jobseekers Allowance is a lot to find - the over 25 rate is just £73.10 per week.

Today, access to IT is not just desirable, it is a necessity. Without ITC (Information Technology and Communications) you cannot communicate with organisations, and job search. Products like Office are important in peoples lives, and without access to ITC, citizens are marginalised and excluded. 

We belive that our government should bring in legislation and a Code-of Conduct; such as those arrangements in the Water and Power industry, to stop people on low incomes (benefits) having their Internet or Microsoft account 'disconnected'. Disconnection should only happen after some formal process, that gives low income consumers protection. This should include the right to pay in installments at a reduced amount, to help those on unemployment benefits or very low incomes. 

There are some products that are so important to the future economy, that the rights of those who own them, may need to be partially set aside, for the greater public good. 

Bill Gates, is much admired for his charitable work, but perhaps he and Microsoft should pay some attention to those battling close to home. Customers caused hardship and stress by these policies that maximise Microsofts profits, but bring harm to their low income users searching for work.  

Microsoft - do not have a very transparent complaints procedure at all. In fact complaining to Microsoft is very difficult indeed, almost impossible. This needs urgent addressing.  

We strongly feel that this is an area the European Union should visit. Our challenge to Microsoft maybe somewhat David and Goliath, but Microsoft ought to take note who won that particular contest.  It wasn't Goliath, put it like that. 

The public can also use:

Open Office and Libre Office  

Compiled from questions asked by national employers and SMEs at Universal Credit events led by the Minister for Welfare Reform, Lord Freud, around the country.

Q. What is Universal Credit?

Universal Credit is a new benefit that aims to introduce greater fairness to the welfare system by making work pay. It helps to ensure that people are better off in work than on benefits and is for people who are on a low income or out of work. It combines in work and out of work support, making it easier for claimants to start work and to stay in work. It encourages independence while protecting the most vulnerable.

Q. Why is the system changing?

Despite considerable welfare spending in recent years, the current benefit system has trapped people in poverty. Universal Credit makes sure that work is the best choice for individuals or families, and provides a route out of poverty and away from benefit dependency.

Universal Credit aims to make the welfare system simpler with a single monthly payment if claimants are on a low income or out of work. Changing the system will help reduce poverty by increasing the rewards that are on offer as claimants move into work. Universal Credit also makes it easier for claimants to take temporary or part time work without losing all their benefits, which can be a crucial step on the road to long-term employment.

Q. How is Universal Credit being introduced?

Universal Credit is now available to single people, couples and families in some areas of the country and is being rolled out to single claimants nationally from February 2015, providing people with stronger incentives and support to get into work and earn more money.

A list of jobcentre areas where Universal Credit is available and details of the local authorities and jobcentre areas that will be delivering Universal Credit over the coming months can be found on GOV.UK.

Q. What are the main benefits to employers?

Universal Credit ends the 16 hours a week rule that may previously have led people to restrict the hours they work to avoid losing their benefit. Universal Credit can help your business because you’ll:

• find it easier to fill any job as more jobseekers will be willing to consider part time or temporary work

• be able to identify opportunities for flexible working using your existing part time employees for overtime and extra shifts at peak times, without the overheads associated with recruiting and training new staff

• have access to a wider pool of applicants for your jobs, many of whom are registered on our Universal Jobmatch service

Preparing claimants for Universal Credit

Q. What do claimants need to do in return for Universal Credit payments?

To receive Universal Credit, claimants need to accept a Claimant Commitment which sets out their responsibilities for finding work or increasing their hours of work. Their Jobcentre Plus work coach will provide mentoring and coaching to help them meet the requirements recorded.

Q. What are the benefits of Universal Credit for employers?

Claimants can be more flexible about working more hours or ad hoc additional hours because Universal Credit has no hours restrictions. It is designed so that it automatically responds to fluctuations in earnings, and allows claimants to keep more of their Universal Credit, making work pay. However, there is no reason why an employer should know an employee is on Universal Credit, unless the claimant wants to tell them.

Q. How are claimants informed that the ‘cliff edge’ has gone and they can work more than 16 hours without losing their benefit?

There is a range of information available for claimants to help them prepare for the changes Universal Credit brings, including advice on GOV.UK and from jobcentre staff. Work coaches also explain the changes at their interview when they make a claim and at regular follow-up meetings.

Q. How do work coaches help claimants to increase their hours?

Work coaches will explain the new rules and encourage and reassure claimants that they will be better off working more and help them to calculate approximately by how much. We are working with employers and employer organisations to understand the most effective methods to support people to stay and progress in work.

Payroll

Q. How is the information we supply to Her Majesty’s Revenue and Customs (HMRC) linked to the Department for Work and Pensions (DWP)?

When a claimant is accepted as eligible for Universal Credit, DWP verifies their identity and the Universal Credit system sends an electronic message to HMRC. HMRC systems mark the individual’s record as being a Universal Credit claimant and automatically pass Pay As You Earn (PAYE) data supplied by any employer in relation to that individual to DWP.

Q. How quickly does the information we supply to HMRC get transferred to DWP?

Employers should supply their Pay As You Earn (PAYE) information to HMRC on or before the day employees are paid. PAYE information relating to Universal Credit claimants is sent by HMRC in real time. You may have seen this referred to as Real Time Information or RTI.

HMRC sends relevant data relating to Universal Credit claimants to DWP on a daily basis (four times a day). So the data employers send to HMRC will be with DWP on the same day or at the latest the next day.

Q. What happens if Real Time Information (RTI) data is submitted late?

If RTI data is submitted late this could mean that your employees receive too much or too little Universal Credit, and a possible increase in contact for you. You could also risk receiving a penalty if you fail to submit PAYE details on time. For more information see the Running Payroll guidance on GOV.UK

Q. What happens when someone on Universal Credit starts work?

The claimant needs to inform DWP that they have started work. DWP records this and the Pay As You Earn (PAYE) in real time system sends the relevant PAYE information to DWP automatically as soon as it is received from the claimant’s employer. When someone starts a second or third job, they do not normally need to inform DWP as the information will come through automatically. Individuals do, however, need to self-report their earnings if any jobs are self-employed.

Q. How will Universal Credit be paid to claimants?

In the majority of cases Universal Credit consists of a single, monthly payment which is paid in arrears directly into the claimant’s account. Couples living in the same household receive one monthly payment between them. Payments include eligible housing costs and households are responsible for managing their own rent payments.

Q. How long will someone have to wait for their benefit if their earnings change?

Universal Credit is paid monthly in arrears and is designed to automatically adjust each assessment period to reflect the amount someone earns in that time. So if someone’s earnings reduce in the previous assessment period then their next Universal Credit payment will be higher. If their earnings increase in this period, the next Universal Credit payment will be reduced to reflect the higher earnings.

Q. How does Universal Credit operate when someone works irregular hours?

Universal Credit is payable in and out of work and is designed to deal with changes in earnings, including irregular earnings. This means that the benefit will not end when earnings increase, unless earnings are high enough to leave Universal Credit altogether.

Q. What tools are there for payroll staff to help people understand Universal Credit?

There is a range of information for payroll and HR staff on the Universal Credit toolkit in the sections for employers and claimants.

Q. Will there be additional work for our payroll staff in relation to Universal Credit, as well as auto-enrolment?

Automatically linking real time PAYE reporting and Universal Credit is a more efficient process; employers provide the information to Government once and it is used by both HMRC and DWP. This means that, for example, employers should receive no enquiries about part time earnings from DWP for Universal Credit claimants, unlike with Jobseeker’s Allowance claimants. If PAYE reporting requirements are met, there should be no additional work for payroll staff. Universal Credit re-uses the PAYE information that employers supply to HMRC.

Q. How does Universal Credit work alongside auto-enrolment?

Universal Credit and auto-enrolment are two separate and distinct initiatives which are not linked.

Q. How will we know what tax code to put Universal Credit claimants on?

Universal Credit claimants are no different to any other employee. Employers should use exactly the same tax code procedures for Universal Credit claimants as they do for any other employee.

Q. How does Universal Credit work with benefits in kind?

Universal Credit will not initially take ‘benefits in kind’ (employee benefits that do not take the form of money) into account. However we are considering the best solution to

reflect benefits in kind in the future to ensure that the level of earnings taken into account fairly reflects the income and choices available to the household.

Q. How are bonuses going to affect Universal Credit payments?

In most cases bonuses will be assessed along with the salary and, depending upon the individual’s work allowance and taper, could reduce their benefit for that assessment period. Usually, the claimants will continue on Universal Credit automatically for their next payment. However, if the bonus is so significant that it affects Universal Credit entitlement DWP provides a simple method through which a claimant can return to claiming Universal Credit.

Q. What do we do if employees say they have received a wrong Universal Credit payment?

If the correct PAYE information has been sent to HMRC by the employer on or before a person has been paid, employers should tell claimants to contact DWP. Best practice advice includes using the BACS process appropriately.

Further guidance on this is available on the HMRC PAYE in real time (RTI) technical FAQs.

Q. Do recruiting agencies need to report staff on RTI too?

Reporting staff on RTI is only necessary if the agency is the employer (temping etc). In this case they will operate and report PAYE, just as they have always had to – this will now be in real time.

Q. How will employers know who is on benefits? Do employers need to know?

Employers do not need to know who is on benefits, but claimants can tell their employer if they wish. Employers should use exactly the same processes for Universal Credit claimants as they do for all their staff.

Q. If someone takes two or three jobs, how do the earnings work?

For claimants working for employers operating PAYE in real time, the process is the same whether they have one or more jobs. HMRC will feed the relevant PAYE data to DWP who use this to calculate the total earnings for Universal Credit purposes and, on the basis of this, the correct amount to pay them. This makes any additional work undertaken by the claimant worthwhile and places less work on employers as they no longer have to verify earnings to DWP.  

Q. What is the current rule on zero hours contracts?

Universal Credit is designed to be responsive to fluctuations in earnings. In weeks where a claimant has lower or no income from their zero hours contract job, Universal Credit payments will automatically increase at the next payment date. The flexibility of these types of contracts is attractive to some individuals, but people on Universal Credit are not required to accept zero hour’s contracts which require exclusivity.

Childcare and families

Q. How is Universal Credit paid to families?

Universal Credit supports families through regular monthly payments whilst in work on a low income or out of work. Universal Credit payments include money to help support children made up of a Childcare element in addition to housing costs. The Universal Credit payment does not affect child maintenance payments or child benefit payments.

Q. Will Universal Credit help ensure women will see it pays for them to return to work after having a child?

Universal Credit not only allows people to work any number of hours and still receive benefit; it will for the first time, allow people working under 16 hours to claim help with childcare support.

Parents can claim back up to 70% of paid out registered childcare costs, up to a monthly limit of £532 for one child, or £912 for two or more children. From 2016, parents will be able to claim back up to 85% of paid out registered childcare costs up to a monthly limit of £646 for one child or £1108 for two or more children.

This will allow experienced returners to the labour market to work around their childcare commitments.

We had a very complimentary email from Council Tax Advisors CIC and we gather they have helped over 100,000 individuals. Quite a stunning achievement.

NEVER feel that your situation is hopeless whatever your circumstances.  Help is always available.  

According to ONS figures The male suicide rate has increased significantly since 2007, the ONS said, while female rates have stayed relatively constant and were consistently lower than those for men.

6,233 suicides of people aged 15 and over were registered in the UK in 2013, 252 more than in 2012 (a 4% increase).

That is 6,233 too many in our way of thinking.  Don’t get mad, don’t get depressed, join the ABC!  

People on low incomes being aggressively targeted by bailiffs due to unpaid council tax, parking fines and speeding tickets. The fact that many people are struggling to pay, rather than won’t pay, in the difficult economic climate we are in, seems to make little difference.

Local Authorities are using a debt collection company called Equita, whose website is decorated with images of various ‘birds of prey’. The symbolism is hard not to appreciate.  The sight of a ‘raptor’ carrying off your goods may well come to mind when visiting the Equita website.  

A section of the Equita website states:

Since Britain's first parking ticket was issued in 1960, offenders and enforcers have waged a constant war – one many councils feel they're losing. Unpaid Penalty Charge Notices represent a major loss of revenue, while attempts at recovery are a huge drain on already stretched resources. We're here to redress the balance.

It certainly sounds like a declaration of war on the public…

There is little mention of the fact that with more cars on the roads, parking has been restricted more and more, especially in town centres. Companies like NCP Car Parks for example, the UKs largest car parking company, with over 150,000 spaces across more than 500 car parks in towns, cities, airports and London Underground and National Rail stations - own large chunks of our town centres. With their very high parking charges, it is hardly surprising that many town centres are in decline.

Councils are adding to the problem. If you are on a low income, arrive back late to your car, and find you face a £82 fine that could escalate to £392 as soon as Equita get involved. This is over a parking ticket that could cost just £1.20. Where is the incentive to support your local high street - when the raptors are waiting to take the small income and modest goods you own?

NCP is owned Macquarie Group Limited is a global investment banking and diversified financial services group, headquartered in Sydney, Macquarie is the largest Australian investment bank. Half a world away from the UK shops closing and where low paid workers are losing their jobs. 

As Councils and other organisations like the above, purse financially distressed individuals, we came across this interesting story ‘from over the pond’ where six Whittier (a town in California) police officers are suing the city, saying they faced retaliation when they complained and refused to meet alleged ticket and arrest quotas.

According to the LA Times; officers Jim Azpilicueta, Anthony Gonzalez, Mike Rosario, Nancy Ogle, Steve Johnson and Cpl. Joseph Rivera say they spoke out against the quotas, which they claim were imposed by the Whittier Police Department in 2008, according to a suit filed recently in Los Angeles County Superior Court.

The officers said their “careers have been materially and adversely affected, and irreparably harmed” by the city.

In brief after complaining about quotas, the officers faced a series of disciplinary actions including counselling sessions, unwarranted transfers, increased scrutiny and disparaging comments, the lawsuit said.

The alleged retaliation started after the officers said they complained to their supervisors and the police department’s Internal Affairs Division, the suit claims.

The officers said they “spoke out not only for the rights of themselves and their fellow officers, but also for the rights of the public by speaking out against what they believed to be an unlawful citation and arrest quota.”

Imposing arrest and ticket quotas on police officers violates California Vehicle Codes section 41600. The codes makes it illegal for any state or local agency to force officers to meet a certain number of citations or arrests for promotion or disciplinary purposes.

The arrests and citations may only be considered in evaluating an officer's overall performances, including work safety, commendations, training, professional judgment, complaints and attendance.

The officers said their careers were not only harmed because they refused to meet quotas, but their health and well-being also suffered.

The damages, according to the lawsuit, have continued. They are seeking an unspecified amount damages.

In another action last December - The Los Angeles City Council agreed to pay nearly $6 million to a group of police officers who accused their superiors of imposing a secret traffic ticket quota system on the Westside.

The settlement, approved unanimously, brings to more than $10 million the amount of taxpayer money spent on payouts and legal fees from the ticket quota cases. But that number could grow because one more officer's case is still pending.

The ticket controversy has been a black eye for the Los Angeles Police Department. Ticket quotas are against state law. After the officers' allegations were made public, LAPD officials met with police union representatives and signed a letter emphasizing that the department prohibits quotas.

We must applaud these police offices actions. California is a debt laden state and public servants like the police are being clearly forced to act as unwilling tax collectors.

UK Jobcentre Plus advisors involved in Benefit Sanctions please take note! Quotas like these mentioned ought to be illegal in Europe. The average compensation paid to jobseekers is £25. If the DWP faced compensation payments such as those paid to US police officers; or even the charges Equita collects from motorists in indervidual cases, we might start seeing some changes.