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Issue 4
The Latest News & Views from Pasfield Curran
Pasfield Curran joins Crown Computing to provide all-embracing flexible working solution 
Pasfield Curran is pleased to announce it has joined Crown Computing. The new organisation will provide a complete consultancy and technology  solution to ensure effective flexible working practices are identified and managed within a structured time recording framework.

Crown's services will complement the Pasfield Curran strength of understanding  flexible working processes, work / life balance and its ability to optimise working time structures which increase workforce productivity.

Crown has over 20 years experience in the development and installation of Time Recording and Scheduling systems, comprising integrated solutions for Attendance & Absence Recording, Activity Management and Workforce Scheduling.

“Both companies recognised the value in working together and became business partners about twelve months ago.  But this is the next logical step to bring together two specialist organisations that can together address both the consulting, change management and technology solutions into one concise offering for all of our clients”, said Mike Hawkesford, Managing Director of Crown Computing.

“This is a terrific move to extend the scope of our consulting operation” said Neville Henderson, of Pasfield Curran.  “Teaming up with Crown means we can now provide a complete end-to-end solution using their Open Options software to manage the flexible working and optimised working structures that we know will increase productivity.”

For further details on our new integrated approach please contact Neville Henderson on 01904 768192 or at neville.henderson@pasfieldcurran.com

http://www.crowncomputing.co.uk

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Sailing Smoothly on at Jersey Harbours

Having created a fully integrated team of Port Operations Agents from two previously separate groups, mainly consisting of temporary workers, Jersey Harbours are now into their second year of flexible working.

In introducing the scheme they were seeking to match staff numbers to operational requirements through out the year, combine the separate roles of Traffic Controllers and Terminal Customer Services, increase the motivation of existing staff and comply with new working time regulations on Jersey.

Richard Daley, Assistant Harbour Master / Port Operations, commented, "The system has exceeded all expectations. Whilst there were some initial teething troubles which we fully expected, we are now far more efficient in matching our manning to the real requirements of our operations."

Clair Brown, Jersey Harbours Human Resource Manager, added that she was pleased how well staff had adapted to the new ways of working and believed that all business objectives had been met. Comments received from staff had been very positive.

Robin King, the union representative, added that "Staff feel the new arrangements work well, giving them more rest and leisure time. All in all much better than the old system"

http://www.jersey-harbours.com

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Temporary Agency Workers Directive Back on the Agenda?

There is an EU initiative to give agency workers the same rights as permanent workers.The directive has failed to make progress since 2002 as the UK has led a blocking minority. Recently, in the House of Commons,a private members bill to give equal rights to agency workers was overwhelmingly supported by MPs.

TUC General Secretary Brendan Barber said, "'This is good news for agency workers as it is an important milestone on the road to achieving fair treatment. We welcome the big turn out by MPs to support the Bill. It puts even more pressure on the Government to drop their opposition to effective rights for agency workers."

But employers' groups such as the Confederation of British Industry (CBI) say that extending agency worker rights will compromise labour market flexibility and ultimately cost jobs.

Unless the government supports the private members bill it is likely to fail. 

Going forward the government is considering setting up a commission to examine the rights of agency workers. The commission would bring together employers' groups and the TUC to thrash out how such workers could be given pay and conditions comparable with those of permanent staff.

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In the news...

Home working 'not about the kids'
According to research by UK Online, an internet service provider, the idea that people work from home in order to spend more time with children has been refuted. Their results show that greater flexibility and less commuting are the major factors. Chris Sterling MD, UK Online suggests that working from home is becoming the norm but many respondents said that they had to create a strict structure in order to maintain a good work-life balance and prevent the blurring of boundaries between work and home life.

Coke staff set for flexi-Fridays
Coca Cola staff are set to get Friday afternoons off as part of a "summer hours" flexible working program. The change comes about following employee feedback and is part of a package of flexible working initiatives to boost the employer brand and staff loyalty.

Flexible working can help SMEs to attract top talent
SMEs must embrace flexible working to survive said Lin Dickens, MD of a design company, at a Working Families conference. She said that flexible working had allowed her to attract and retain the best talent and helped deliver massive cost savings. She said there were five ingredients to making flexible working succeed in an SME: being open and honest; having positive role models; finding a suitable balance; clear communication and good diary management. She added "Get rid of myths such as ' it's only for mums' or 'requesting flexible working means I'm not committed'"

and finally...

'Heartache leave' eases pain of break-up in Japan
Lovelorn staff at a Japanese marketing company can take paid time off after an upsetting break-up with a partner, with more 'heartache leave' being offered as they get older. Hime & Company, of Tokyo says heartache leave allows staff to cry themselves out and return refreshed.Staff aged 24 or younger can take one day off a year, those between 25 and 29 two days off and those older three days off.

This edition of the Pasfield Curran E-Bulletin was first published in May 2008.


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Telephone: 01827 309800 | Fax: 01827 309810 | Email: info@pasfieldcurran.com

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