Employers looking for experience when recruiting. According to recruitment firm Select Appointments the number one priority when selecting a candidate is solid and relevant experience. Of 700 employees polled, 40% identified experience as the most desirable asset. 35% favoured personality, 12% industry knowledge and 11% appearance. Rachael Moss, Select Appointments’ head of communication said: “Employers have a very short window of opportunity to form an opinion about potential employees and have to pass quick judgements as to whether or not they are the right fit for the role and organisation. Interviewers need to prepare as rigorously as a job seeker does. The information gathered at an interview is essential for making a well informed decision. Unfortunately many employers don’t spend enough time preparing for interviews. A good amount of planning goes a long way towards luring the right person and reduces the risk of choosing the wrong one." For help planning and implementing your recruitment process contact: HR@bravanark.co.uk.

EOC Proposes new approach to close pay gap. According to the Equal Opportunities Commission’s (EOC) latest figures just 1/3 of large organisations have completed an equal pay review (EPR), no significant change from the previous 12 months. Overall 82% of organisations have no plan to carry out an EPR. This compares to 68% of organisations in both 2003 and 2004 surveys. It is thought that the reduction in activity is due largely to the declining interest in EPR amongst small employers. Needless to say however at the current rate the government’s target of having 45% of large organisations completing pay reviews by 2008 looks unlikely to be achieved. In response the EOC is calling for some fresh action in order to kick start change, part of which is a light touch ‘equality check’ – a diagnostic that would look at all three causes of a pay gap: discrimination, job segregation and a lack of family-friendly policies. Only in cases where pay discrimination was found would a full EPR then be triggered. The EOC further recommends that an ‘amnesty’ period while action was taken to change pay systems would then protect employers from the threat of potential tribunal action. The EOC has also just launched its consultation period on the Gender Equality Duty. Due to come into force in April 07 the Duty is part of the government’s Equality Bill and will require public bodies to eliminate sex discrimination and promote equality throughout their services; polices; and employment and recruitment practices responding to the sometimes different needs of men and women. The online consultation is running until 15 May 2006 to register visit www.eoc.org.uk/genderduty.

SMEs failing to follow through with new year resolutions Almost two months into 2006 and the chances are good that those improvements you were going to make to your business in the new year have long since been torn asunder. Don’t worry – you’re not alone! According to a recent opinion survey commissioned by HSE (Health and Safety Executive) 57% of SMEs make New Year resolutions only for 21% to break them within a fortnight and 43% to break them within a month. Topping the list of areas SMEs most want to improve are financial systems and marketing effectiveness followed by staff training and IT systems. Sadly health and safety comes in at the bottom of the list. The survey found that up to 53% of SMEs break their new year resolutions because their planned improvements are either too expensive or take up too many resources. Bravanark would posit the theory though that perhaps simple bad planning lies at the bottom of the failure to sustain SMEs’ resolutions. Often SMEs have difficulty translating abstract but fantastic ideas into workable, realistic and measurable goals, but most things can be achieved with a bit of effective planning. For help with turning plans into achievements email HR@bravanark.co.uk.

New limits for unfair dismissal awards. The limits on payments and awards made to workers in employment rights cases rise this month in line with inflation. The rise takes the limit on the amount of compensatory award for unfair dismissal from the existing £56,800 to £58,400. The increased limits also affect statutory redundancy payments; the basic award for unfair dismissal; the limit on guarantee payment made when employees are not provided with work; and the minimum basic award for unfair dismissal in Health and Safety and other cases. The order can be viewed here.

Fire incident lands firm in hot water. Si Group, a corporate development firm was fined £3,000 and ordered to pay £4,655 in costs after a delegate burned her feet doing a confidence building fire walking exercise. The delegate was taken to hospital and was off work for two weeks following the incident in South London. Si Group was fined for failing to carry out an adequate risk assessment prior to the incident. It is thought that the delegate – a senior accountant with Deloitte had had a pedicure a few days before the course and the chemicals used made her feet more sensitive to the heat. For help conducting risk assessments contact HS@bravanark.co.uk.

CRE’S New Code of Practice. The Commission for Racial Equality’s (CRE) new statutory code of practice on racial equality in employment is due to take effect on 6th April 2006. The code originally published in November last year provides recommendations and guidance on how to avoid unlawful racial discrimination and harassment in employment. The code reflects the law as it stands today and from April 6th will be the version that employment tribunals take into account when making judgements under the Race Relations Act. The codes give practical guidance on ethnic categories and methods of collecting information as well as an outline of the aims and scope of an equal opportunities policy. Download a free copy of the code from here.

Managing sickness absence in manufacturing, best practice conference announced. The HSE is holding a best practice conference on rehabilitation and managing sickness absence among employees in manufacturing industries. It is hoped that by hearing how other companies have benefited from implementing effective programmes, the attendees – key intermediaries involved in manufacturing industries – will be inspired to roll out their own programmes. One of the presenting companies at the conference who managed to reduce musculoskeletal disorders (MSD’s) by 90%, not only saved a plethora of human suffering but £0.5 million for the company in the first year of implementing the programme. Anyone interested in attending should forward their details including the organisation that they represent to: tracey.oliva@hse.gsi.gov.uk For further ideas on implementing effective health and safety programmes that impact positively on both your staff and your bottom line contact: HS@bravanark.co.uk.

Network Rail under fire for stranding DRC Chairman Despite pre-booking wheelchair assistance, Bert Massie, chairman of the Disability Rights Commission (DRC) was left stranded by staff at Euston Station recently. Mr Massie usually receives a good service from staff but on this particular occasion he was not met at the taxi rank as he expected. When he approached a worker for assistance he was told to phone the office because the worker was too busy to help. On calling the office Mr Massie was told that if he missed his train – it was “just one of those things”. So even though he had arrived 20 minutes early for his train Mr Massie missed his intended departure – with his pre-booked seat on board – and had to wait another hour for the next available train. Since there are only 3 seats on a train suitable for wheelchair users Mr Massie was lucky that the next service had an available seat for him. Had those seats been pre-booked by others he would have had to wait still further until a suitable seat was available. Mr Massie now awaits Network Rail’s response to his complaint. According to the Strategic Rail Authority 60% of our current rail network is inaccessible to disabled people. It is only bus and rail stations that are currently covered by the Disability Discrimination Act (DDA) and not the vehicles themselves. New rules are due in December 2006 however that will see the DDA being applied to public transport vehicles.

New Noise Regulations due in April The New Control of Noise at Work Regulations 2005 will come into force on 6 April 2006, with a two year transitional period for the music and entertainment industry until 6 April 2008. The Regulations will repeal the existing Noise at Work Regulations 1989. The Regulations set new benchmarks for the protection of workers and the prevention of work related hearing damage. Currently (under the Noise at Work Regulations 1989) the first action level is a daily personal noise exposure of 85 dB(A), the second action level is a daily personal noise exposure of 90 dB(A), and the peak action level is a peak sound pressure of 200 pascals. When the Physical Agents (Noise) Directive is implemented with the new regulations the first action level will be 80 dB(A) and a peak value of 112 pascals, the second action level will be 85 dB(A) and 140 pascals, and there will be a limit value of 87 dB(A) and 200 pascals. The limit value will take into account the reduction afforded by hearing protection. The Regulations also give employers a framework upon which to base their noise-related decisions. A copy can be read here. For help implementing the new Regulations contact HS@bravanark.co.uk.

Hazardous Waste Regulations reminder The Hazardous Waste Regulations 2005 (HWR) came into force in July 2005 along with the List of Waste Regulations 2005 (LoWR). The HWR basically controls waste that can harm human health or the environment, or is difficult to handle. These regulations make sure that hazardous waste is properly managed at all times. The HWR: Define hazardous waste in England and Wales; Require producers or consignors of hazardous waste to notify (register) their premises; Restrict mixing and require separation of wastes where appropriate; Make sure that companies document the movement of hazardous waste; Require consignees receiving hazardous waste to keep thorough records and provide the Environment Agency with information on the disposal and recovery of hazardous waste every three months. The LoWR: Introduce “the list of wastes” (the List), known as the European Waste Catalogue Explain the List, giving help on choosing the code for waste Show how waste is classified as either hazardous or non-hazardous Show limits for certain hazardous properties. The guidance can be viewed here. For help implementing it contact HS@bravanark.co.uk.

DID YOU KNOW... 60% of UK workers have had a romantic relationship with someone they work with?

AND FINALLY...... Found on bottom of Tesco Tirimisu dessert package: 'Do Not Turn Upside Down!'

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