Work TV

JOB FAIR NEWS - Caerphilly Council’s ever popular Live Vacancy event is set to return to Sue Noake Leisure Centre in Ystrad Mynach on 12th September from 2pm to 6pm.

The event, which is in its third year, attracts hundreds of young people aged 16 to 24 who are looking for employment, education or training opportunities.
 
This years’ event, organised by Caerphilly Council’s Youth Service in partnership with Careers Wales, promises to be bigger and better than ever with a diverse range of employers attending offering a whole host of job opportunities.
 
Cllr Sean Morgan, Cabinet Member for Economy said, “The Live Vacancy event has established itself as the county’s most popular jobs fair for young people. We are delighted to be able to work with our partners in Careers Wales to provide exciting job opportunities for our young residents. ”
 
For more information please contact John Poyner (Engagement and Progression Co-ordinator for the Caerphilly Youth Service) on 01443 864970.

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LABOUR MARKET NEWS -The UK employment rate was estimated at 76.1%, the joint-highest on record since comparable records began in 1971.

The UK unemployment rate was estimated at 3.9%; lower than a year earlier (4.0%); on the quarter the rate was 0.1 percentage points higher.

The UK economic inactivity rate was estimated at 20.7%, a joint-record low.

Estimated annual growth in average weekly earnings for employees in Great Britain increased to 3.7% for total pay (including bonuses) and 3.9% for regular pay (excluding bonuses).

In real terms (after adjusting for inflation), total pay is estimated to have increased by 1.8% compared with a year earlier, and regular pay is estimated to have increased by 1.9%

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DISABLED PEOPLE AGAINST CUTS - has revealed that two charities that will receive £51 million in government funding to provide advice and support to claimants of universal credit (UC) signed gagging clauses that prevent them bringing the Department for Work and Pensions “unfairly” into “disrepute”.

Both Citizens Advice (CA) and Citizens Advice Scotland (CAS) signed grant agreements with Department for Work and Pensions (DWP) – worth a total of £51 million – that include the same clause.

By signing the documents, it means they cannot take “any actions which unfairly bring or are likely to unfairly bring [DWP’s] name or reputation and/or [DWP] into disrepute”.

It comes a year after Disability News Service revealed how several disability charities had signed contracts under the government’s Work and Health Programme that included clauses promising not to bring DWP into disrepute.

Copies of the agreements signed last year by CA and CAS have been obtained from DWP by social welfare activist Frank Zola using the Freedom of Information Act.

He told Disability News Service (DNS) that the grant “does little more than help some people claim universal credit and not address its inherent flaws, it just helps impose UC misery on its service users, through this £51,000,000 bribe.

ABC Note:The use of non-disclosue aggrements by government is highly controversial as good governmenent is about transparancy. 

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NEW LAW FOR FREELANCERS - With only seven months until IR35, many self-employed people need to start thinking about how the new tax laws might affect their earnings. In April 2020, the law aims to stop 'disguised employment' and means that those freelancers who have structured their business as a personal service company or Limited company will change the way they pay their tax.

The new rules will force private sector companies to be responsible for deciding if a freelancer or contractor's employment status is correct - rather than the individual deciding it themselves. When this law, which has was reformed in 2017, comes into force, the clients of these freelancers will make the decision about whether the freelancer will be taxed at source or paid gross.

IR35 could reduce a freelance worker's net income by 25%, but many recruiters do not realise how it will affect their business. YunoJuno found that 43%  of senior personnel didn't know how IR35 would affect their business and 42% were unaware of the fines for non-compliance.

Nick Woodward, CEO of ETZ Payments, provides the following commentary:

"When hiring freelancers many employers are unaware of the details that go into paying them. Invoices often come in a variety of forms and gig economy employees are often paid inconsistently and late. With modern technology, businesses should be able to keep on top of their freelance employee's payments so they can be paid on time and without error. If businesses want to retain and attract the best talent, they should educate themselves around IR35 and ensure that they have robust and efficient timesheet technology."

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THE NATIONAL RETRAINING SCHEME - is the government’s new programme to prepare adults for future changes to the economy, including those brought about by automation, and to help them retrain into better jobs.

This is what the Department of Education has to say: 

The national retraining scheme is a manifesto commitment and was announced at the autumn 2017 budget.

The scheme is a part of the government’s industrial strategy for building a country that works for everyone. It’s overseen by a partnership made up of the Confederation of British Industry (CBI), the Trades Union Congress (TUC) and the government.

To support the development of the scheme, the Chancellor announced £100m in the autumn budget 2018. This is for the continued testing and development of the scheme, as well as delivering the first parts of the scheme to the public.

Eligibility

The national retraining scheme will initially support employed adults who:

• are aged 24 and over
• do not have a qualification at degree level
• are paid below a certain wage threshold – this threshold will be tested with people earning low to medium wages as we develop the scheme
• We’re investing in this group of people first as they:
• have comparatively less access to existing government support
• are most in need of adapting their skills so they can take advantage of new opportunities
• The need for the national retraining scheme
• We’re introducing the national retraining scheme to respond to:
• the changing nature of jobs and the types of tasks people do at work
• the need for a multi-skilled workforce in the future
• make the most of the new opportunities that the future economy will bring

The national retraining scheme is the government’s new programme to prepare adults for future changes to the economy, including those brought about by automation, and to help them retrain into better jobs.

The national retraining scheme is a manifesto commitment and was announced at the autumn 2017 budget.

The scheme is a part of the government’s industrial strategy for building a country that works for everyone. It’s overseen by a partnership made up of the Confederation of British Industry (CBI), the Trades Union Congress (TUC) and the government.

To support the development of the scheme, the Chancellor announced £100m in the autumn budget 2018. This is for the continued testing and development of the scheme, as well as delivering the first parts of the scheme to the public.

Eligibility

The national retraining scheme will initially support employed adults who:

• are aged 24 and over
• do not have a qualification at degree level
• are paid below a certain wage threshold – this threshold will be tested with people earning low to medium wages as we develop the scheme
• We’re investing in this group of people first as they:
• have comparatively less access to existing government support
• are most in need of adapting their skills so they can take advantage of new opportunities
• The need for the national retraining scheme
• We’re introducing the national retraining scheme to respond to:
• the changing nature of jobs and the types of tasks people do at work
• the need for a multi-skilled workforce in the future
• make the most of the new opportunities that the future economy will bring

The sections below summarise some of the challenges the country will face.

Automation: benefits and challenges

While automation will lead to new jobs, it will also change many of the jobs of today.

Research on the probability of automation in England: 2011 and 2017, suggests that around 7.4% of jobs (1.5 million) in England could be automated or partly automated in the future.

Some jobs will change significantly or will see reduced demand with up to 35% of jobs being at high risk of automation in the next 10 to 20 years.

Fewer adults undertaking training.

Despite the range of learning and training opportunities currently available, the number of adult learners continues to fall.

Barriers to retraining

Our research with adults who have used early parts of the national retraining scheme during its testing phase shows that many people face a range of barriers that prevent them from accessing further learning or training. These barriers include:

• the financial cost of training
• training opportunities that do not fit the working patterns of people already in employment
• poor previous experience of education
• Low productivity growth in the economy

The national retraining scheme aims to boost productivity by taking advantage of new technology.

The scheme is part of other measures the government is taking to increase productivity in the economy.

Longer working lives 

As people work longer, there will be a greater need to:

• adapt to changes in the economy
• consider new careers throughout their working lives
• What the scheme will include
• The national retraining scheme aims to overcome some of these challenges, and prepare adults for changes to the workplace, by:
• supporting people already in work to move into better jobs through training and tailored advice
• complementing existing training programmes for adults
• encouraging people to develop their flexibility and resilience in the world of work, so they can take advantage of new opportunities

Further details about what we expect the national retraining scheme to offer when it’s fully rolled out are available below. 

Tailored advice and guidance

People will be able to access dedicated support from a qualified national careers service adviser.

This will support people while they’re training and looking for new jobs. Functional skills provision

Training offered through the scheme will initially focus on helping people to access English and maths training.

We’ll develop this opportunity based on feedback from people using the service, so it meets their needs.

Improving English and maths skills will help remove a common barrier that some people face when applying for new jobs. 

Online and blended learning 

We are developing this flexible approach to training so it fits around working adults’ busy lives.

Online and blended learning will have a broader reach and will mean more adults can access training.

Blended learning is a mix of online and face-to-face provision.

Technical training

We’ll offer in-work vocational skills training, learnt on the job, as part of the national retraining scheme.

Get help to retrain

Get help to retrain is the first part of the national retraining scheme that we have started testing in the Liverpool city region. 

It will help people to: 

• understand their current skills
• explore alternative occupations and consider new roles
• find the training they need to access opportunities for a broad range of good jobs
• Features of get help to retrain
• The service will:
• offer descriptions of currently available jobs and potential better jobs to help people understand their skills
• identify specific local job and training opportunities to help people develop the skills they’ll need
• get dedicated support from an adviser to use the service and find training opportunities

Development of get help to retrain 

We’ve started testing get help to retrain in the Liverpool city region with a small number of adults who:

• fit the eligibility criteria
• have been invited to join the scheme through colleges and other training providers.

The initial version has limited functionality, but this will be scaled up as we test and develop the service.

We’ll expand get help to retrain to other areas across the country, adding more functionality to every stage.

Get help to retrain will be available to all eligible adults in 2020.

Development of the national retraining scheme

Our approach

We’re developing the scheme with a user-centred, ‘test and learn’ approach.

This means we’ll:

develop the scheme with the people and businesses who’ll use it

• start small and scale up products and services following extensive testing with people using the scheme
• This approach reduces risks, while developing a national retraining scheme that:
• uses lessons learned from previous retraining programmes
• offers value for money
• is fully tested before we roll it out nationally
• works for the people who’ll use it
• can be developed to meet employers’ needs and expectations
• offers the flexibility to make changes quickly based on feedback from people using it
• can be changed to meet the future needs of the economy

National retraining partnership

The national retraining scheme is led and overseen by the national retraining partnership which includes:

• government departments – led by the Department for Education (DfE), working with HM Treasury (HMT) and the Department for Work and Pensions (DWP)
• Confederation of British Industry (CBI)
• Trades Union Congress (TUC)

The national retraining partnership aims to help businesses and workers:

• provide feedback to develop the national retraining scheme effectively and meet users’ needs
• adapt to the changes the future economy will bring
• be competitive in the future economy

Our research

 Extensive research with potential users has helped us develop the first part of the scheme. This research has allowed us to meet the needs of employed adults who are eligible to use the scheme, as well as employers.

 To do this, we conducted research with:

• over 340 working adults, including people with assisted digital needs (over 90 of these workers took part in a remote test of the service)
• 90 people representing around 35 employers across 7 different locations
• 17 careers advisers

We’ll continue to use this approach with employers and working adults as we roll out the scheme.

Views from people who will use the scheme

From our research with people currently employed and who are eligible to use the scheme, we have found that: 

• most people will only consider training if there is a clear route to a new job
• the current training and job landscape can be overwhelming
• most people would not sign up for training without further information and guidance first
• negative perceptions were common, for example, poor previous learning experiences
• the term a ‘better job’ means different things to different people
• online training often meets people’s needs for flexibility, but many people lack the confidence using it
• existing online training is often targeted at the highly-skilled and motivated
• existing online training only meets users’ needs to a limited extent as it represents only a small proportion of adult training provision
• people would pay or co-fund training if it led to a job

Employers’ views

When speaking to employers, we found that they value:

• soft skills, such as good communications skills and a strong work ethic
• a scheme that was integrated with existing recruitment processes
• apprenticeships, but many have expressed an interest in a shorter, more flexible retraining offer

National organisations

We’ve worked with a range of national representative bodies at conferences and events, including:

• Association of Education and Learning Providers – national conference, June 2019
• Unionlearn – annual conference 2019 (as well as a range of regional events across the country)
• The Apprenticeship Ambassadors Network May 2019
• The Association of Colleges – including through their 2018 annual conference

Regional organisations

We’ve held meetings across the country so that our research is:

• representative of local areas
• captured a full range of views and experiences
• highlighted the strength and depth of existing provision

To do this, we spoke with:

• regional representative organisations, including chambers of commerce, local enterprise partnerships (LEPs) and other representative groups.
• training providers
• awarding bodies

Specialist advice 

We are consulting behavioural change specialists on a research project that will provide clear recommendations for:

• getting eligible adults to consider retraining for a better job
• encouraging them to use the national retraining scheme to help them achieve this goal

We are taking forward a range of pilots and initiatives to inform the scheme.

Working across government

While DfE is taking the lead in the design and delivery of the scheme through the national retraining partnership, we are working across government to make sure that the national retraining scheme complements existing initiatives and services that have been proven to work well.

This is one part of a wider strategy of government reforms which include:

• the industrial strategy
• review of post-16 qualifications at level 3 and below in England
• our ongoing support of the apprenticeship programme
• in-work progression, working in partnership with DWP

               National retraining scheme: associated projects

In preparation for the national retraining scheme, we are running a number of pilots and associated projects.

Pilots to boost participation in adult learning

• In the autumn budget 2017, the government announced up to £40 million for pilots and testing. This has been used to test approaches with adults:
• with low to intermediate skill levels
• who are likely to be in low paid work

This money is being used to deliver the cost and outreach pilots and the flexible learning fund.

Cost and outreach pilots

The cost and outreach pilots are designed to test:

• which approaches to outreach are most successful in engaging adults in learning
• whether offering a course fee subsidy makes a difference to the uptake of learning

The pilots are testing how we change perceptions or attitudes to learning through:

• outreach work, exploring the importance of which messages attract adults to courses
• examining the role that face-to-face information, advice and guidance can play in encouraging adults to retrain

The pilots also test the impact of subsidising the cost of learning on participation. The focus is on learning that’s economically valuable to learners and the local economy.

There are 5 geographical areas involved in the pilot, including:

Greater Lincolnshire

Heart of the South West

Leeds city region

Stoke and Staffordshire (LEPS)

The West Midlands Combined Authority

The flexible learning fund

The flexible learning fund is testing the design and provision of flexible and accessible methods of learning for working adults with low or intermediate skills. There are 30 projects participating in the fund, which are led by a range of organisations including further education colleges and local councils.

Most of the projects offer accredited functional skills qualifications. However, some projects are also testing the delivery of non-accredited basic skills such as CV writing.

The majority of projects make use of technology, with most offering blended learning, which combine online and face to face learning.

All projects have completed a development phase, including:

• developing new course content
• converting content to make sure it’s suitable for online training

Pilots are being provided nationwide. Local pilots are also available in:

• London
• the East Midlands
• the North East
• the North West
• the South East
• the South West
• the West Midlands
• Yorkshire and the Humber

The construction skills fund

 The construction skills fund, launched in June 2018 aims to:

increase the number of people trained in construction

• reduce the construction skills shortage
• help build the homes and infrastructure England needs
• inform the development of the national retraining scheme

Funding in excess of £20 million has been awarded to 26 projects in England to support and

encourage innovative and employer-led approaches to training with on-site training.

The construction skills fund is:

• funded by the Department for Education (DfE)
• administered and implemented by Construction Industry Training Board (CITB)

The projects are proposing to deliver at least 13,000 employment-ready individuals by March 2020.

Construction hubs are being built in:

• London
• the East of England
• the Midlands
• the North West
• the South East
• Yorkshire and Humber

The adult learning technology innovation fund and technology in education

The government is investing £5 million in this initiative, which will be managed by innovation foundation Nesta.

This fund will provide funding and expertise to encourage businesses and education providers to use new technologies, such as:

• artificial intelligence (AI)
• information about how the local economy is operatingThe fund will be used to develop personalised and engaging online training opportunities, and career guidance services for adults.

This is supported by the DfE’s EdTech strategy.

We will launch details of the fund and a call for expressions of interest in autumn 2019.

It will follow an initial research and development period where we will work closely with the technology sector and online learning experts so that funding is prioritised in the right areas.

Through Nesta, the winning organisations will also have access to the charity’s development expertise in addition to government investment.

The national retraining scheme is being developed with:

• the Confederation of British Industries
• the Trades Union Congress (TUC)
• the government

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PASSING AWAY OF A LEGEND - Diouf has passed away at the age of 81

18 August 2019, Rome - The Food and Agriculture Organization of the United Nations (FAO) expresses condolences to the family of former Director-General Jacques Diouf who passed away yesterday. 

Diouf began his first term at the helm of FAO in January 1994 and held the position until December 2011. 

He was an untiring advocate in the fight against poverty, hunger and malnutrition. 

“On behalf of the FAO family I wish to share our condolences to the family of Jacques Diouf who gave considerable time, passion and expertise to the cause of eradicating hunger around the world,” said FAO Director General Qu Dongyu. 

Diouf’s efforts towards ending hunger and boosting food security and sustainable agriculture will continue to be remembered through the FAO Jacques Diouf Award. The prize recognizes the best contribution each year to global food security. 

In 2014 Diouf was made FAO Special Envoy for the Sahel and the Horn of Africa. 

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DWP LOSE DISABILITY CASE - So much for Disability Confident.

The DWP has recently lost a disability discrimination case against one of its own employees. 

Mr T B Caulcutt v Department for Work and Pensions: 1601692/2014

Published on the 17th August 2019. The summing up is here:

Read the full decision in Mr T B Caulcutt v Department for Work and Pensions: 1601692/2014 - Reserved Judgment.

Read the full decision in Mr T B Caulcutt v Department for Work and Pensions: 1601692/2014 - Reconsideration.

Read the full decision in Mr T B Caulcutt v Department for Work and Pensions: 1601692/2014 - Reconsideration Judgment.

Read the full decision in Mr T B Caulcutt v Department for Work and Pensions: 1601692/2014 - Remedy.

ABC Comment: HM Tribunals Service is for hearing claims from people who think someone such as an employer or potential employer has treated them unlawfully.

Examples of unlawful treatment claims that we may hear include:

• unfair dismissal
• discrimination
• unfair deductions from pay

Image: Some might say that the DWP are applying standards to others, they are failing to meet themselves? 

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NEW ABC CLIENT - We have been joined by international job board, Jobsora from the Ukraine. Here is what they say about themselves:

Wouldn’t it be great if you could search for job vacancies from a number of different sites all in one place? Well, now you can! Jobsora eliminates the need to visit numerous sites to find your next role, saving you time, and making your job search more efficient.

Furthermore, you can take advantage of Jobsora’s free service that connects job seekers to relevant employers!

Image: Finding jobs is easy using the Jobsora search engine.

You can find Jobsora in the Employment Agency section in the ABC directory although they will be under a new section Job Boards coming shortly.

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Asda bosses are forcing workers to choose between caring for their families or losing their jobs in the run up the Christmas

The supermarket giant has told employees they must sign the so-called 'flexible' Contract 6 which means they will no longer be paid for any breaks and be forced to work bank holidays and weekends.

If they don’t sign, they will be sacked on November 2  - exactly 12 weeks today [Sunday]  - in the run up to Christmas.

Many GMB members have now been left with a choice – stop being able to look after their vulnerable relatives or lose their job.

One Asda worker from Scotland relies on regular hours to be able to care for her disabled son and husband.

The worker, who asked to remain anonymous, said:

“My son has a very rare disorder which means I have to do everything for him. He is emotionally attached to me so when I have to leave him to go to work he can't cope and makes himself sick.

“My husband had an accident which left him with a neurological disorder - his mobility is poor and in constant pain.

“On the afternoons I work, my son goes to an out of school club as my husband isn't able to look after him on his own.

"If Asda forces me onto Contract 6, I'm worried I will have to leave so I can look after my family."

Other Asda workers have told GMB

• “My partner has mental health issues including depression and paranoia and the flexibility will affect her mental state badly. She is not good at home alone when it’s dark.
• “I suffer with epilepsy and I don't exactly want to suffer a seizure as a result of all the stress of the situation
• “We have a 16-month-year old girl. I work the day shift in Asda while my wife looks after her, then I go home so she can go to work at the same Asda store at night. We hardly see each other due to our commitments at work and home.  Now we’ve received our termination notice from our Asda store - because we simply cannot be flexible.”
• “I’ve never felt so worthless, feel used and abused. I’m losing 8 holiday days - I’ve been there 22 years and it’s like they just don’t care.”
• “I'm a single working mum – and I would not be comfortable leaving my son alone while I worked until 10pm at night.

Justin Bowden, GMB National Secretary, said:

“Our members’ stories tell of the actual human cost of Asda forcing contract 6 on its loyal workforce.

“In the boardroom it may be all about the bottom line, but out in the Stores this is about real people’s lives being pulled apart with often devastating consequences. This is about values and reasonableness and respect for hardworking staff from a billion pound company.

“Telling dedicated workers to sign up – no matter what the consequences to their personal lives – or lose their jobs in the run up to Christmas is truly shocking.

“Enough is enough. Asda must get round the table, negotiate with GMB and stop contract 6 ruining people’s lives.”

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CORNWALL - If you are heading for a job interview or even to Jobcentre Plus, some pretty unseasonal weather is heading its way to the West Country.

After all the sunshine, taking some appropriate clothing might be in order.

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