HR should have a say in legislation
• With reference to your question, do we consider the Government is doing enough to help us deal with union recognition, the answer has to be an emphatic NO.
We are a progressive company and do our best to issue policies and procedures for all aspects of employment legislation promptly, but, as always, this has to be done in a rush because sufficient information is never available. We try to be fair to employees so they know their rights, but also fair to the company.
Treading this fine line is a challenge in itself, but without time to produce documentation which is both logical and sensible, the whole issue becomes a nightmare.
Even when initial information is published there are always last minute changes which fundamentally alter the policies – yet no additional time is granted for implementation.
I believe the IPD should be approached by the Government whenever new employment legislation is being drafted so it can input from the HR professional’s viewpoint.
If I am realistic, however, I guess there is more chance of pigs flying than this happening.
Janet Teece
Personnel manager
Amadeus Marketing (UK)
Are we scared of the trade unions?
• I am responding to your invitation to submit views as to whether the Government is doing enough to help HR professionals deal with union recognition.
Having read various articles – including those in your publication – over a period of weeks, been sent guidelines from other organisations such as local solicitors, and having spoken with colleagues, I am surprised that some doubt might still exist as to how the new system is intended to operate.
Has the profession gone so overboard on soft skills and “blue sky” initiatives that we have forgotten how to deal with trade unions and are just plain scared?
Or am I missing something?
Andrew Davies FIPD
Wenvoe
Vale of Glamorgan
We can’t recruit from empty pool
• I read with interest about the new powers the CRE will gain to enforce the Race Relations Act.
We are a large, private construction and property development company based in the Scottish Highlands and operating in the Inverness area and central belt of Scotland.
In our part of the country we do not have many people from ethnic minorities living in the area or indeed applying for posts at the company. At present we do not have any employees from ethnic minority groups, although in the past we have employed one or two people of Jordanian and Iranian descent.
Tulloch Group is an equal opportunities employer and we would give all job applicants due and fair consideration regardless of their colour/race if the situation arose.
We are therefore concerned at the proposed new changes, particularly the targets and monitoring. Where would we stand if we were unable to recruit any staff from ethnic minority groups?
I am sure there are many other employers in our area who would face the same issues and although the private sector is not covered under the law at present, this is likely to happen in the not-too-distant future.
I trust that allowances will be made by the CRE for employers who find themselves in a situation such as ourselves and I would be interested to hear comments from other employers.
Marjory Trace
Company secretary/HR manager
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Tulloch Group,
Scotland
