Who are we? Prevent or resolve disputes between employers and their workforce Provide information advice and training Settle complaints about employee rights Encourage people to work together more effectively
Individual conciliation Early Conciliation – a simple • notification to Acas gives the parties up to a calendar month, plus another 14 days to attempt to resolve their differences before a tribunal claim is made if both parties are willing to participate. Before a claim is made – if the matter • is not resolved at the Early Conciliation stage, parties can still try and settle their differences before a claim is lodged at the tribunal. When a claim is made – there is still • time to avoid the preparation time, cost and stress of a tribunal hearing through conciliation.
Individual conciliation Benefits of conciliation Voluntary agreement by both • parties, it’s not imposed Quicker and cheaper for both • parties Fewer tribunal hearings • Not in the public domain • Less stressful for both parties •
Mediation Trained mediators Skills in management Help you develop a workplace Advice on a range of approaches mediation scheme Train and assess your mediators
Individual Mediation 2017/18 268 charged-for mediations in individual disputes • started in 2017/18 with a success rate of 89% Over 200 delegates trained on the • Certificate in Internal Workplace Mediation (CIWM) course in 2017/18 Delegates report high levels of • satisfaction with the CIWM course with 95% ‘very’ satisfied
Helpline Approximately 730,000 calls answered by the • Acas Helpline in 2018/19 The most common call topic was ‘discipline, • dismissals and grievances’ accounting for 37% of enquiries Almost half a million Helpline Online sessions • 95% of callers satisfied with the overall service • received from the Acas Helpline in the last evaluation
Helpline Call subjects 2017/18 Discipline, Dismissal and Grievance 37% 18% Contracts Redundancies, layoffs and business transfers 13% 14% Wages and NMW Holiday and working time 10% Absence, sickness and stress 10% Diversity and discrimination 8% Maternity, paternity and adoption 5% Family friendly policies 2% Others 8% 0% 5% 10% 15% 20% 25% 30% 35% 40% Source: As some calls relate to more than one of the specified core topics, the sum of percentages in this table exceeds 100%.
Update on Employment Law
Section 1 Statutory payments
Statutory rates April 2019 Changes to Statutory Week’s Pay and Guaranteed Pay: • Statutory max week’s pay - £525 (previously £508) • Guarantee pay - £29 (previously £28)
Statutory rates April 2019 Statutory maternity/paternity/ • adoption/ShPL pay £148.68 (previously £145.18) Statutory sick pay - £94.25 • (previously £92.05) Lower earnings threshold - £118 • (previously £116)
National Minimum Wage/ Living Wage April 2019 April 2020 Adult rate £7.70 £8.20 (Age 21-24) Age 18-20 £6.15 £6.45 Age 16-17 £4.35 £4.55 Apprentice rate £3.90 £4.15 National living wage £8.21 £8.72 (Age 25 and over)
Section 2 Changes in legislation
Good Work Plan Extend holiday pay reference period from 12 to 52 weeks – • 6 th April 2020 Day one statement of rights for all workers – 6 th April 2020 • Clarity for employment status tests • The right for worker to request a more predictable contract •
Written statement changes From 6 April 2020: Extended to all workers, not just employees • Principal document must be issued no later that • first day of employment/engagement Some information can be provided another • reasonably accessible document No need to issue to existing employees, unless • they ask for it
Changes and what could be on the horizon Executive pay ratio reporting • Flexible working task force • Shared Parental Leave and pay: • policy transparency Ethnicity pay gap reporting • Plans to ban employers from taking • staff tips
Parental Bereavement (Pay and Leave) To provide employed parents who lose a child • under the age of 18 with 2 weeks leave Day-one right • Employees with a minimum of 26 weeks • continuous service will be eligible for statutory parental bereavement pay • Small employers will be able to reclaim all statutory bereavement pay and larger employers being able to reclaim most Expected to become law in 2020
Section 4 Recent developments
New Employment Bill The main elements of the Bill are: Creating a new single enforcement body • Ensuring that tips left for workers go to them in full • Introducing a new right for all workers to request a more • predictable contract. Extending redundancy protections to prevent • pregnancy and maternity discrimination Allowing parents to take extended leave for neonatal • care: and introducing an entitlement to one week’s leave for unpaid carers Subject to consultation the Bill will make flexible working • the default unless employers have good reason not to
Acas – changes to Early Conciliation notification process Improved notification • process Improved case • management system Trialling different ways of • working
Section 5 Interesting case decisions
A Ltd v Z Does an employer have constructive knowledge of a disability if the employee hides their disability?
NW Anglia v Gregg Can employers conduct an internal disciplinary process when there is an ongoing police investigation?
Casamitjana v League Against Cruel Sports Is ethical veganism protected as a philosophical belief under the Equality Act 2020?
Further support In-company Website Advice training acas.org.uk Tools and Helpline Mediation templates 0300 123 1100 Workshops E-learning Conciliation and projects
PA recruitment and staff retention Steve Cotton, Personal Health Budget Lead, The Rowan Organisation
The Rowan Organisation Supporting Independence Through Choice PA Recruitment & Staff Retention Steve Cotton Personal Health Budget Lead The Rowan Organisation
The Rowan Organisation Supporting Independence Through Choice Introduction: • Who we are… • What we are going to cover today…
The Rowan Organisation Supporting Independence Through Choice Who we are: • The Rowan Organisation is a user Led Organisation (ULO) • Registered Charity & Non-For Profit Organisation • The user led approach runs right through the organisation and our work and is central to our values • 75% of our Board are our service users • Direct accountability • Over 30 years of experience of providing services that facilitate choice and control • Providing Personal Health Budgets, Direct Payment Support and Personal Budgets Support Schemes in England and Wales. • Committed to the Social Model of Disability
The Rowan Organisation Supporting Independence Through Choice Our Services We provide a comprehensive list of support services which include… • National Information and Advice Line • Person centred Support Planning • Local Employment support • Recruitment Line • Payroll services • Managed Accounts (Including Pre-Paid cards) • Disclosure & Barring Service (DBS) • Signposting to Training • Peer Support • Supporting Practitioners & Social Workers • TRO@Limited
The Rowan Organisation Supporting Independence Through Choice Local Support Our local Independent Living Advisors provide people in receipt of a DP or PHB all the tools and support required to manage their own support, including… • Person Centred-Support Planning • Budgeting advice and support • Support to Identify a PA • Recruitment of PA’s (including interview support) • Job Descriptions and Contracts of Employment • Being a good employer information and advice including inductions and supervisions • Advice on ELI and Healthcare Insurance • Signposting to Training (with discounts) • On-going Employment Support • Safeguarding advice
The Rowan Organisation Supporting Independence Through Choice Recruitment Service In addition to our Local teams supporting with recruitment we have a dedicated Recruitment team at our head office who can support Employers remotely with their recruitments… • Provide guidance on Job Descriptions and Adverts • Advertise the vacancy on our portals (including Indeed), website and ‘Find a Job’ • All applications are sent to our recruitment team • Applicant queries are dealt with by the recruitment team • All applications are forwarded to Employers on the closing date • Our National Information and Advice team can provide remote support with shortlisting, interview questions and advice etc.
The Rowan Organisation Supporting Independence Through Choice The Importance of PA’s The right PA’s can transform your life, how your support is delivered and make you able to meet your outcomes • Give you more Choice and Control over who supports you – you choose who you employ • You are in control of how you like things done • Better contingency • Better relationship between Employer and Employee • PA is there for the time you are paying them for • More likely and willing to carry out different tasks • More cost effective than using an agency • Your destiny is in your hands
The Rowan Organisation Supporting Independence Through Choice How and where to find PA’s In addition to our Local teams supporting with recruitment we have a dedicated Recruitment team at our head office who can support Employers remotely with their recruitments… • Advertising in the right place… – Job Centre and online – Online through recruitment sites – Indeed, Monster, CV Library • Social Media – Facebook, Twitter, Website • Word of mouth – Family and Friends – Peer support • Local shop adverts • Newspaper adverts • Local Schools, Colleges and University • PA ‘Pools’ and PA Registers
The Rowan Organisation Supporting Independence Through Choice How to create a good advert. The advert has to attract people’s attention. • An honest appraisal of what the job entails and the support you require • Detail Any specific requirements for the role e.g. driving • Sell the good aspects of the role • Highlight the benefits of working for you • Include the hours and rates of pay • Not too long as people lose interest
The Rowan Organisation Supporting Independence Through Choice Things to look for when shortlisting applicants. In addition to our Local teams supporting with recruitment we have a dedicated Recruitment team at our head office who can support Employers remotely with their recruitments… • Any breaks in employment • Application form/CV tailored to the Advert • Experience can be great however sometimes getting someone with little experience is beneficial
The Rowan Organisation Supporting Independence Through Choice The interview In addition to our Local teams supporting with recruitment we have a dedicated Recruitment team at our head office who can support Employers remotely with their recruitments… • Put them at their ease – most people are nervous at interviews, offer them a glass of water • An ice breaker question can be really useful at the start • Ask your support organisation for a list of example questions • Ask the same questions to all candidates • Try to get them talking by creating a scenario and see how they handle it • Consider offering a trial shift if candidates evenly matched • At the end of the interview explain the next stages
The Rowan Organisation Supporting Independence Through Choice Example Scenarios. • You are a PA and arrive for your shift. On opening the front door you see me on the floor. What do you do? • You are a PA and arrive for your shift. You walk through the front door and see… 1. The cat has been sick on the stairs 2. Your employer’s medication is due 3. The washing up is piled up in the sink 4. An elderly relative has arrived and asking for a cup of tea 5. The PA due on the next shift has just phoned in sick so you need to arrange cover. How do you prioritise this situation?
The Rowan Organisation Supporting Independence Through Choice How to retain your PA Once you have found your PA it is very important that you retain them. • Induction process & include a review at the end of their probationary period • Hold regular supervisions and maybe Annual Appraisals • Develop and Personal Development Plan with your PA • Invest in your PA with training opportunities • Make them feel valued with praise when due • Address any concerns you have with them immediately and give them a chance to improve • Treat your employee’s how you like to be treated
The Rowan Organisation Supporting Independence Through Choice How to retain your PA Once you have found your PA it is very important that you retain them. • Induction process & include a review at the end of their probationary period • Hold regular supervisions and maybe Annual Appraisals • Develop and Personal Development Plan with your PA • Invest in your PA with training opportunities • Make them feel valued with praise when due • Address any concerns you have with them immediately and give them a chance to improve • Treat your employee’s how you like to be treated
The Rowan Organisation Supporting Independence Through Choice Thank you!
Break and networking
An empowering visual overview of your weekly activities and how your budget is allocated
To see at a glance the level of independence, community support and paid support • Blue - Independent • Aqua – good use of family, friends, community support • Green – Use of Assistive technology • Staff ratio/support cost rainbow By colour coding the level of ‘dependency/cost’, you can see at a glance how balanced and innovative the support package is Would you expect the colours to change at the next annual review?
Another way to use colour is to identify staff and Personal Assistants with a colour • John (sleep in) • Mum • Bob • Sarah • John • Marilyn
Visual Person Centred Reviewing By comparing grids you can at a glance identify areas where: • Progress can be celebrated • Identify priority areas as they arise • What’s working / What’s not working • Ensure there is a good balance of activities to reflect the outcomes in the care plan • Review staff ratios in shared settings • Summarise each PA’s weekly hours and pay • Highlight opportunities to pool budgets
Start to build a grid Make tea PA – Tom £9.55phr Add New Support Type Use the simple tools to describe the activity and the support used
As activities are added and tagged with their support type the software does all the calculations for you
Personal Assistant Micro Provider Rota
Staff Rota – Summary of hours worked A summary sheet can be printed off and sent to your PAYE service
• Down load PDF summaries at any time and email them to key people: • Circle of Support • Personal assistant rotas • PAYE service • Social worker
What are people saying...
• 247grid has partnered up with Mark Bates Ltd Insurance • Those who purchase Premium PA employers insurance have access to 247grid for the first year • After that an annual cost of £10 a year
Register for a free trial now! www.247grid.co m
For more information Please come and speak to me about 247grid amandatopps@hotmail.com 07821 090160 www.247grid.com
Action planning round table discussion
Skills for Care support for individual employers and those who support them
Information hub for individual employers and PAs The information hub has links to practical advice, guidance and resources for: ▪ individual employers ▪ personal assistants (PAs) ▪ people who support individual employers and PAs. www.skillsforcare.org.uk/iepahub
Employing personal assistants toolkit This toolkit includes information about: ▪ recruiting a personal assistant ▪ before your personal assistant starts ▪ managing your personal assistant ▪ training and qualifications ▪ sorting our problems. Email marketing@skillsforcare.org.uk for a free printed copy or visit www.employingpersonalassistants.co.uk
Personal assistant workforce report This report (2019) explores more about the personal assistant workforce. 140,000 18.4% 70,000 PA jobs for direct turnover rate for direct payment payment recipients personal assistants recipients employing their own PAs www.skillsforcare.org.uk/IEPAreport
Accolades awards The awards recognise and celebrate great individual employers, that are committed to developing their own and their PAs skills. The application forms asks individual employers to tell us about: ▪ the things that they do to recruit the right people to be PAs ▪ how they manage them ▪ what they do to develop their PAs skills ▪ how they widen their skills as an employer. Entries open spring 2020. Visit: www.skillsforcare.org.uk/Accolades
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