LEAVE the Conservative Party and save your country!
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Speaking as an employer, it's fine. Far less of an issue than the hassle of arranging suitable maternity or paternity cover.
1985 Mercian King of Mercia - work in progress (Hah! Who am I kidding?)
Pinnacle Monzonite
Part of the anti-growth coalition0 -
Yes, that's the point.
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Am I missing a subtlety about this apparent rationale for discrimination? -"Valid"? Who's going to decide?
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She seems to be making small state arguments. Where's @surrey_commuter ?
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I do sometimes find the burden of employment rules a hassle. Having conducted a DSE assessment at home, an employee has decided the company needs to buy him a new chair.
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Well that's not really anything to do with maternity/paternity pay, is it. Employees with families are generally a benefit for the work we do, so it's in our interests to facilitate that.
1985 Mercian King of Mercia - work in progress (Hah! Who am I kidding?)
Pinnacle Monzonite
Part of the anti-growth coalition0 -
Can you not just tell him to come to the office the company has generously provided?
- Genesis Croix de Fer
- Dolan Tuono1 -
Or simply take the office chair home.
Not a surplus of chairs? Offer the worst one and if he wants better then take it or leave it. One has been offered.
The above may be fact, or fiction, I may be serious, I may be jesting.
I am not sure. You have no chance.Veronese68 wrote:PB is the most sensible person on here.0 -
Playing devils advocate I'm not sure offering someone the worst office chair covers you from a DSE perspective.
- Genesis Croix de Fer
- Dolan Tuono0 -
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I haven't researched the legal position, but I think if the company allows someone to work from home, then it is the company's job to ensure they have the appropriate equipment to do so. I don't know whether that means the company should also buy a desk for anyone that asks.
Also, taking one home would presumably involve a courier so is likely to be a false economy.
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It's to do with the cost as a whole. Parental leave continues to accrue benefits such as holiday, medical cover, company cars etc. These are all costs. There is also a cost to reclaiming the statutory payments not to mention most companies pay more than the statutory. Then it is often impossible to find replacement cover, if it exists it costs more as it is short term. The more likely option is that everyone else in the team covers the work - unhappy staff then need to be paid more.
It's easy to say it is for the benefit of the company, but I don't think it is true.
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I suppose that "for the benefit of society overall" is hard to put a figure on in the company's cashflow forecasts.
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Indeed and this is where I don't agree with Badenoch. She complained that tax was paying the maternity pay, and she also claimed businesses had too many regulations on things like this. Her solution is small state everything with individual responsibility (Thatcher) whereas I'd have parental leave benefits paid directly by the government with nothing accruing in the parent's absence.
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I'm assuming all chairs in the office are DSE compliant. Also, having bought a chair for home use they are easily disassembled into a box that can be carried and assembled at home.
The above may be fact, or fiction, I may be serious, I may be jesting.
I am not sure. You have no chance.Veronese68 wrote:PB is the most sensible person on here.0 -
Actually we have a problem on that front too, but that seems like a more legitimate thing for the company to worry about.
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What can I say? I think I know my own business reasonably well and we have had several staff take more than one block of parental leave including myself and one of my fellow directors. We:ve no reason to offer company cars nor do we have the resources to offer private medical insurance, but we have pretty good staff retention so we must be doing something right. The very short term and modest financial burden is well worth it. We design homes for people with children. It helps to have lived experience of what raising a family.
Employers are not obliged to provide duplicate equipment for home working.
1985 Mercian King of Mercia - work in progress (Hah! Who am I kidding?)
Pinnacle Monzonite
Part of the anti-growth coalition0 -
If your workstation assessment shows you need extra DSE equipment, your employer cannot charge you for this.
Not disputing it works for you, but I think it is a burden for the average company.
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RJST - you may be surprised at how cost effective group private medical insurance is. Same for group life cover and income protection.
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I also don't see what the option is. If you want to employ people, some of them are going to start a family. That's part of the deal of being an employer. You might as well argue that having to pay a salary and PAYE is a burden.
1985 Mercian King of Mercia - work in progress (Hah! Who am I kidding?)
Pinnacle Monzonite
Part of the anti-growth coalition0 -
Thanks. It's something I'm sure we will look at in the not too distant future.
1985 Mercian King of Mercia - work in progress (Hah! Who am I kidding?)
Pinnacle Monzonite
Part of the anti-growth coalition0 -
The state pays directly and benefits such as holiday don't accrue. It still leaves companies short staffed, but that is hard to get around.
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I don't see why the burden should be shifted from a direct cost to a business to a tax funded cost, which is still paid by the business. Like I said, dealing with parental leave is just a factor of employing people. It's not some optional extra.
1985 Mercian King of Mercia - work in progress (Hah! Who am I kidding?)
Pinnacle Monzonite
Part of the anti-growth coalition0 -
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It's the state that benefits from more children and not the employer, so it should be the state that pays.
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I feel for him, but I'm not sure that interview has helped him.
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Even without his reputation in the public domain, I suspect that even if he did get a job interview he'd not come across as someone eager to collaborate with potential colleagues, or to open up about what areas of his knowledge or understanding might not be complete. If I were on the interview panel, I'd want to ask him how important it is to have diversity and inclusion awareness training as part of the profession.
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My MD brought in someone to help him as a Director who had experience building a company from 2 people to over 50 and he was trying to get those sorts of things in place. He managed to get private health life insurance etc. never happened. He quit in frustration in the end. I even had to open a SIPP as there’s no company pension scheme.
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I can't remember where it was (either a comments section or a radio phone in) and a former teaching colleague of his was commenting about how he was the laziest teacher they had ever come across, never did any planning or met the basic criteria of the job. Judged on his time and performance as an MP that strikes me as likely to be highly accurate.
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