Draft Legislation on CGT Reforms
Minimum Wage Crackdown Announced
A P Robinson & Co HR Services
Overwhelming Support For Our Christmas Appeal  
Christmas Wishes

News

Draft Legislation on CGT Reforms Now expected in the New Year

Last week the tax and business world eagerly awaited the draft legislation on the changes to capital gains tax. The changes were announced in the Pre-Budget Report in October but the draft legislation is needed to show exactly how the changes will work, and there has been much speculation that the Chancellor will announce relieving measures of some sort, to ease the plight of investors who will be worse off under the new regime.

However, we now learn that the release of the draft legislation has been postponed until the New Year. This is to allow time for the Chancellor to consider the proposals and comments made by representative groups, and to consult further.

While we welcome the fact that Chancellor is prepared to pay attention to representations, it does mean that the uncertainty about how the rules will work is now continuing into 2008. If you have any concerns in respect of this change in legislation, please do not hesitate to get in touch.


Minimum Wage Crackdown

Stricter penalties are to be applied to employers who avoid paying the national minimum wage, the government has announced.

The most serious offenders could face unlimited fines, arrears will be calculated in a new way, and inspectors will be given greater powers to investigate firms that break the rules.

At present, there are no initial penalties for rogue employers who pay workers below the minimum wage, and arrears are worked out at the rate of pay which applied when the underpayment was made. The new rules mean that employers guilty of flouting the minimum wage will have to pay a fixed penalty fine. The penalty will be established at half of the total amount of the arrears that are owing, framed by a minimum of 100 pounds and a maximum of 5,000 pounds.

Employers who persist in breaking the law, however, could find themselves landed with an unlimited fine and, in the most serious cases, a possible court appearance. Arrears will be calculated at the current rate for the minimum wage.

The new enforcement regime will also hand broader powers to the Employment Agency Standards Inspectorate, allowing them greater scope to access financial information to help them check whether a workers complaint is an isolated instance or an example of widespread abuse.

Pat McFadden, the Minister for Employment Relations said: The minimum wage was a very important new right for people at work and we want to see it properly enforced. Paying less than the minimum wage and breaking agency legislation isnt only unfair to the workers its unfair to the vast majority of companies who obey the law, because it allows cheating operators to undercut them.

The A P Robinson & Co HR Services

The Times reported last week of a 20-year-old woman who won her case for age discrimination.
The age bias claim escalated after she was told she was too young for her job.  This is one of many victories in an employment tribunal for age discrimination based on someone being too young.

HR & Records:
Avoiding discrimination!

The above article show how seriously an employment tribunal takes all kinds of discrimination. It is imperative that your business does not discriminate directly or indirectly on any ground of discrimination, not only is it illegal but can also be a very costly affair for businesses.

Taking simple steps to avoid discrimination can save your business the time, energy and resources necessary to defend charges. It is essential that discrimination does not occur in the recruitment process or during employment. Taking every possible precaution will not necessarily stop a discrimination charge arising but precautions can assist in the defence of these charges and may decrease the possibility of a tribunal finding that discrimination occurred.

How AP Robinson & Co HR services can help:

• Guidance on recognising discrimination in the recruitment process and how to avoid it
• Provides guidance on recognising discrimination in the workplace
• Guidance on avoiding discrimination in the workplace and during the employment process

Employing Staff:
Create an Employee handbook!

By having an equal opportunities policy in place, the courts may take a more favourable view should a claim arise and will make employees aware that less favourable treatment will not be acceptable. Such a policy will justify disciplinary action in the event of unlawful discrimination.
How AP Robinson & Co HR services can help:

Enables you to create an employee handbook containing an equal opportunities policy and contracts which outline their position.
Should you have any comments or queries please do not hesitate to contact Lizzy Dale on 01472 345888 or lizzy.dale@aprobinson.biz

 
Internal News

Overwhelming Support For Our Christmas Appeal

So far we have had a tremendous response to our Under The Tree Christmas Appeal.
A P Robinson & Co would like to thank all our clients, contacts and friends of the firm who have already donated. We are very grateful.

As you will know, we are collecting gifts and monetary donations for the childrens charity When You Wish Upon a Star, which grants the 'wishes' of children suffering from terminal and incurable illnesses.

The closing date for the appeal is not until Friday 4th January 2008, so there is still plenty of time to contribute if you havent yet already.

For more information, please contact Lizzy Dale on 01472 345888 or pop into our offices: 107 Cleethorpe Road, Grimsby, DN31 3ER.

 
Wishing you all a very Merry Christmas time and a very Healthy, Happy and Prosperous New Year!