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Issue 2
The Latest News & Views from Pasfield Curran
The Art of the Possible
Earlier this year Pasfield Curran helped introduce a flexible working scheme at the Extruded Film Division of the medical products giant, Smith and Nephew.  The site project manager, Karl Douglas, has given an insight into the process in this associated article.

Karl explains how in the past there was discontent with many aspects of the East Yorkshire site’s operation. Staff turnover was high, with many local companies offering more attractive terms and conditions. Operational management felt they were continuously “fire fighting” and senior executives were concerned about site costs and reliability.

He reports that after only six months of the new ways of working the situation has been transformed. Results that were previously unimaginable have been achieved.

Karl, who has since been promoted to site General Manager, stresses the need for full involvement of staff.

Click here to read the full article.

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Still Harbouring Success

We told you in the last newsletter about Jersey Harbours who, with the services of Pasfield Curran, implemented a flexible working scheme within their passenger terminal at St Helier. New Port Operations Agents have now been employed in this new way of working for about 6 months.

The scheme is still working well. Captain Richard Daley (Assistant Harbourmaster/Port Operations) said “There is now less uncertainty for people, we are not asking people to come to work based on a flat level , we are looking at the real demand and basing rosters on that. Minor fluctuations, mainly due to additional sailings, have been are dealt with easily.”

So a real success story to date. The next test will be coping with their peak period right through the summer. This will be a particular challenge as employees are allowed to take some holiday during this popular period for the first time. Find out how they cope in the next edition.

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Holiday Entitlement Consultation

On 12 June 2007 the Government published its response to the further consultation on Increasing the Holiday Entitlement. On the same day regulations were laid in Parliament, the Government hope that the regulations will be approved by Parliament early this month to give three months notice of the changes.

Holiday entitlement will still be increased from 4 to 4.8 weeks on 1st October 2007  but as a result of the consultation, some changes have been made to the draft regulations, including

  • To delay introduction of the second increase from 4.8 weeks entitlement to 5.6 weeks entitlement until 1 April 2009 . The initial increase will come into effect on 1 October 2007 , as originally suggested.
  • To enable payment in lieu of the additional holiday entitlement (the additional 0.8 weeks) to continue until 1 April 2009
  • To provide an incentive for early compliance with the regulations, whereby employers that already meet the full requirements of the regulations as at 1 October 2007  will be taken outside of the regulations, as long as they continue to meet those requirements

There will be no qualifying period for the additional leave. Provided four weeks’ holiday is taken each leave year, the additional statutory entitlement may be carried over if agreed between the employee and employer.

During the transition arrangements the DTI suggests a calculation for determining pro rata entitlements where holiday years do not start on 1 October.

The final regulations are due to come into force on 1 October in England , Wales and Scotland . Northern Ireland has a similar consultation.

The government calculates the regulations will increase paid entitlement for around 6 million workers.

PDF Icon Increasing the holiday entitlement – A further consultation
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SMEs do their bit on Flexible Working

Research from the British Chambers of Commerce shows that small firms are proving adept at giving their staff greater flexibility in the way they work.

Without the formal and hierarchical bounds of much larger  businesses – for whom it is assumed work-life balance is naturalterritory – small and medium-sized firms are providing an impressive array of initiatives that are delivering real benefits for their business as well as to their staff, indeed more than 60% of their respondents indicated that they offer flexible working patterns to employees. Even with the further extension of the right to request flexible working through the Work and Families Act 2006 this survey suggests that the primary motivation for businesses to introduce greater flexibility into the workplace is as a response to the business case for it rather than legal compliance.

This evidence is strengthened by another survey, carried out by the CIPD, that shows that small firms can implement flexible working arrangements better and with less bureaucracy than large firms – contrary to the perception that only large firms can manage flexible working successfully. CIPD Director General, Geoff Armstrong, said, “Employers benefit from high levels of employee engagement and a wider talent pool. Enlightened management of people, and particularly flexible working, can make a huge contribution to business performance”

PDF Icon Work and life: How business is striking the right balance

This edition of the Pasfield Curran E-Bulletin was first published in July 2007.

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