Intranet meaning

In this issue: Employment tribunals Status and worker categories Benefits Protected characteristics Prohibited conduct (discrimination etc) Data protection and employee information Industrial action Confidentiality, duties and restrictions: enforcement Corporate governance Settlement Unfair dismissal Immigration Daily and weekly news alerts Dates for your diary Trackers New Q&As Employment tribunals Tribunal compensation limits—increased figures applying from 6 April 2024 From 6 April 2024, uprated limits for employment tribunal awards take effect. The cap on a week’s pay—used when working out various sums such as statutory redundancy payments and the basic award for unfair dismissal—moves to £700 (previously £643). In addition, the upper limit for the unfair dismissal compensatory award rises to £115,115 (up from £105,707). These revisions are made by the Employment Rights (Increase of Limits) Order 2024, SI 2024/213, and correspond to the 8.9% uplift in the retail prices index between September 2022 and September 2023. See News...

This Practice Note This Practice Note explores why an employer may issue an employee handbook or employee manual (also known as a staff handbook, staff manual or company policy manual). It sets out typical contents and how to present terms that must be reasonably accessible, covering disciplinary and grievance frameworks, holiday pay, sickness absence and pay, contractual and non-contractual policies, workplace rules and procedures, intranet publication, gender neutrality, the contractual status of policies, whether terms can be incorporated, permanent health (PHI) and other insurance, and how to make changes or amendments. It also references the Lexis®Smart Precedent employee handbook and other relevant documents. Certain aspects of the employment and worker relationship must appear in a written statement of particulars of employment given to the employee or worker (see Practice Note: Written statements of employment particulars). Those particulars are often placed within the employee’s contract of employment. Other terms must also be in writing but only need to be reasonably accessible. Employers can present them as separate documents, a...

This Practice Note is aimed at UK commercial organisations and is sector-agnostic. It outlines the data protection issues linked to workforce diversity monitoring, including: whether consent is required from the individuals involved whether collecting anonymised data can place you outside data protection rules Large employers commonly gather diversity information and track patterns. Some also share these figures on their intranet and, at times, on public websites. In certain industries, regulators require disclosure; for instance, law firms must submit diversity data to the Solicitors Regulation Authority. Why is data protection relevant to diversity monitoring? The UK General Data Protection Regulation applies whenever you process personal data (see Anonymising diversity data, below). Diversity metrics typically amount to special category personal data under the UK GDPR. Examples include: data revealing racial or ethnic origin, political opinions, religious or philosophical beliefs, or trade union membership genetic data biometric data (where used for identification purposes) These points explain...

Database right Database right is a proprietary entitlement in the UK, arising from the transposition of Directive 96/9/EC (the EU Database Directive), and applies to a database where there has been substantial investment in acquiring, checking, or presenting its contents. Illustrations of what may amount to a database include: a hard copy or electronic encyclopaedia; collections of data hosted on websites; the intranet; a spreadsheet recording a database and a PDF version of that spreadsheet (see the Forensic Telecommunications Services Limited case); and a document management system. The EU Database Directive was put into effect in the UK by the Copyright and Rights in Databases Regulations 1997 (CRD 1997, also called the Database Regulations 1997), SI 1997/3032. Database right is infringed by the extraction or re-utilisation of the whole or a substantial part of the database’s contents without the permission of the rights holder. Not every database benefits from database right. Protection only covers those where...

1 Introduction 1.1 Precise time capture enables the firm to gauge the real cost of the services we deliver and to supply clients with comprehensive billing details. 1.2 Logging your time swiftly and correctly supports you in meeting your personal performance targets. 1.3 FAQs accompany this policy and can be accessed [ state where, eg on our intranet ]. For any queries about time recording, please reach out to [ state who will deal with queries ]. 2 How is time recorded? 2.1 Time should be entered in [ 6-minute units ]. 2.2 [ State exactly how time is recorded in your firm, which will vary from firm to firm depending on whether you use a case-management system, free-standing time recording system or manual time sheets ]. 3 When should time be recorded?...

1 Introduction This document provides a concise, high-level overview of office procedures. It does not cover all employment or health and safety policies. A complete set of policies is available [ Insert, eg on our intranet ]. 2 Office days and hours 2.1 Standard office days and hours are [ insert details of your office hours eg 09:00–17:30 Mondays to Fridays inclusive ]. 2.2 [ If you are a hybrid office worker, your office attendance should be recorded via the [ insert platform name, e.g. OfficeSpace/Outlook/HR Portal ] in accordance with the firm’s hybrid working policy. ] 3 Office closure over bank holidays/public holidays 3.1 There are typically six fixed bank holidays each year, and the office will be closed on those dates. As these dates change annually, please ensure you check when they occur in each calendar year. 3.2 Christmas Day and Boxing Day are recognised public holidays, and the office will be closed on these dates...

1 Introduction 1.1 This policy explains the Company’s approach to sharing tips, gratuities and service charges (collectively referred to as ‘tips’ for simplicity), in accordance with the Employment (Allocation of Tips) Act 2023 (Tipping Act 2023) and the statutory Code of Practice. It outlines how tips will be distributed amongst staff, the process we will adopt, and the timing of payments. 1.2 This policy covers: 1.2.1 cash tips left by customers; 1.2.2 [ [ discretionary ] service charges added to the customer’s bill and paid by the customer; ] 1.2.3 tips paid by card, or via an alternative electronic method eg mobile phone app. 1.3 This policy applies to all employees, workers and agency workers engaged by us [ in our restaurant(s) ]. It will be made available to all our staff [ on the Company intranet OR in the Employee Handbook ]. Agency workers will be supplied with a copy [ by us at the start of their engagement...