Are you ready for GDPR?

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Here’s a snippet:

If you have day-to-day responsibility for data protection it is important that you comply with the requirements of the GDPR (General Data Protection Regulation).

This is a Regulation on the protection of natural persons with regard to the processing of personal data and on the free movement of such data, and repealing Directive 95/46/EC (General Data Protection Regulation) made by European Parliament and Council.

Under the GDPR, you must appoint a DPO (Data Protection Officer) if:

  • you are a public authority (except for courts acting in their judicial capacity);
  • your core activities require large scale, regular and systematic monitoring of individuals (e.g. behaviour tracking); or
  • your core activities consist of large scale processing of special categories of data or data relating to criminal convictions and offences.

The GDPR comes into force from 25 May 2018.

Conscious and Unconscious Bias

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The decisions that we make are often affected by bias. This is called Conscious and Unconscious Bias. It can have an effect on our ethical and professional behaviour towards others.

Bias is defined as any tendency which prevents unprejudiced consideration of a question. Biases can have both positive and negative effects but they tend to be more negative in nature.

Conscious bias refers to the attitudes and beliefs we have about a person or group on a conscious and deliberate level. We are aware of them. However, a lot of biases happen at an unconscious level. Unconscious bias refers to the biases we have of which we are not in conscious control. These biases occur automatically and are triggered by our brain making quick judgments and assessments of people and situations based on our background, cultural environment and our experiences.

We may also find there are lots of different attributes we judge people on. Some common examples include age, race, nationality, appearance, disability, religion, sexual orientation and education. Those factors can make us feel more or less favourable towards an individual or group of people.

Employment Development (Updates)

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12 July 2016 – Just in case you missed it …. the employer liability for illegal working was extended.

07 Sept 2016 – The New financial sector whistle blowing rules take effect.

Oct 2016 – Gender pay gap reporting regulations come into force (first reports due 2018).

Oct 2016 – Public sector exit payments regulations enforcement expected (postponed from Apr 2016).

Oct 2016 – Earliest likely implementation date for measures in the Immigration Bill 2015-16.

6 April 2017 – Apprenticeship levy due to take effect.

Sept 2017 – 30 hours’ free childcare becomes available for 3 and 4-year olds in working families.

30 April 2018 – First gender pay gap reports to be published by organisations with 250 or more employees.



Employment Developments (Update)

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June 12 – The FIFA World Cup kicks off in Brazil – related staff issues to consider (e.g. guidance to staff, provision of screens, time off, flexible working, dealing with office banter).

June 30 – The extension of the right to request flexible working to all employees.

Summer – Monitor the use of whistleblowing hotlines to ensure workers have a safe environment in which to report malpractice or misconduct.

Summer – Radical pension changes in the 2014 Budget mean that pension savings in a money purchase scheme will be accessible from age 55, starting in April 2015. Possible impact on retirement rates, staff turnover and requests for flexible working.

Speed Networking

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People4UsConsultancy Speed Networking at the CIPD Learning & Development Conference yesterday. Met some interesting people.

The CIPD Learning & Development Conference workshops were very informative giving up-to-date information on Learning & Development Tools.

Employment Developments

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April 1st – saw the extension of the deadline for completion of the auto-enrolment joining processes, from one month, to six weeks. This extended window may assist employers auto-enrolling workers with fluctuating earnings or on zero-hours contracts.

April 5th – was the deadline for individuals with substantial pension savings to claim Fixed Protection 2014, which provides tax protection from the reduction in the lifetime allowance.

April 6th – Statutory discrimination questionnaires will be abolished, although they are still likely to be used by employers.

April 6th – Statutory sick pay increases.

April 7th – Changes to TUPE pension requirements come into force.

April 7th – Statutory maternity, paternity and adoption pay increases.

May 1st – Delivery deadline for TUPE employee liability information increases from 14 to 28 days before the transfer.

May 6th – Acas early conciliation becomes mandatory.



Welcome to People 4 Us

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Aujorie Delpratt - People 4 Us 2

People 4 Us is run by business owner, Aujorie Delpratt.

To tell you a bit about myself, I am CIPD qualified and an experienced HR Professional and a Member of the (CIPD) Chartered Institute of Personnel and Development. I am also a Member of the Chartered Institute of Public Relations (CIPR).

I worked for one of London’s top Global Law firm (Allen & Overy LLP an international law firm providing legal services for global business and industry); and for Financial service firms Bacon & Woodrow (who merged with Aon Hewitt) and Cardano London (providing innovative risk management strategies and tailored investment services).