Employment Law Birmingham News

For free initial advice on all aspects of employment law, contact us today.

  • Home
    Home This is where you can find all the blog posts throughout the site.
  • Categories
    Categories Displays a list of categories from this blog.
  • Tags
    Tags Displays a list of tags that have been used in the blog.
  • Login
Subscribe to this list via RSS Blog posts tagged in Termination Of Employment

Responding to the Second Reading of the Enterprise Bill in the House of Commons, Citizens Advice Chief Executive Gillian Guy said:

“We warmly welcome and support some of the changes in this bill that will make it harder for rogue employers to get away with treating people unfairly at work. Most employers behave responsibly, but we still see far too many cases where people are unfairly dismissed or denied their basic workplace rights.

“We’re very pleased that the government has taken up our suggestion to deal with straightforward cases - such as non-payment of holiday pay - more quickly and simply, without the need for an employment tribunal hearing.

“It’s important that rogue employers don’t profit at the expense of decent bosses, so we very much welcome financial penalties for employers in cases where there are ‘aggravating features’, such as those involving rogue employers who don’t engage with the Employment Tribunal process.

“There is one important element missing from a Bill that aims to improve the Employment Tribunal system – namely measures to ensure more effective enforcement of unpaid Employment Tribunal awards and Acas settlements. This Bill provides an opportunity to finally close a loophole that allows some rogue employers to profit from exploitation with impunity. This is grossly unfair not only to those workers who do not receive the compensation due to them, and to the taxpayers whose taxes have paid for employment judges to determine the claim to no end, but also to the vast majority of law-abiding employers.”

According to a new survey by American site, FindLaw.com, 8% of Americans admit to embellishing or exaggerating information on their resume.

And as some recent corporate scandals have highlighted, the consequences can be severe. More than a quarter of the people who admitted padding their resumes said they subsequently lost their job when the false information was later discovered. An additional 3% said they were not offered a job after their resume padding was uncovered.

Resume padding involves presenting false or misleading information about one's education, work experience, professional credentials, job skills or other important personal data.

"With the Internet, employers now have more means to verify information on a resume," said Stephanie Rahlfs, an attorney and editor with FindLaw.com. "Even connections with other people via social media such as Facebook and LinkedIn can reveal inconsistencies with the information that you are presenting to employers."

"As the headlines show time after time, presenting false personal or professional information to an employer is grounds for termination," continued Rahlfs. "Our survey found that when someone provides false information on a resume, more than one-third of the time the deception is later discovered. And the most common result is the loss of a job."

Employees across the globe have experienced unprecedented economic turmoil, and, as a result, are restless regarding future career goals. Many are unhappy in their jobs and are actively searching for new opportunities. Others are content with their current employment position but are seeking greater engagement and meaning from their positions.

These findings are part of the latest survey results from the Kelly Global Workforce Index, an annual survey conducted by Kelly Services.

Overall, less than half (44%) of the global workforce feels valued by their employer and two-thirds (66% intend to look for a new job with another organisation in the next year.

The survey finds that among the main workforce generations, Gen X (aged 31-48) are more likely to be thinking about resigning their current jobs than either Gen Y (19-30) or Baby Boomers (49-66).

The survey results also found when evaluating potential employers, the number one factor job seekers regard or consider is corporate brand/reputation (58%) followed by location (52%). In essence, the corporate brand is becoming the employment brand, and resonates strongly with candidates as they weigh their employment options, especially for skilled professional and technical employees.

Across the generational groups, the way that individuals weigh their job choices varies as people age. Personal fulfillment/work-life balance becomes progressively more important as people mature, and is the predominant consideration among Baby Boomers. But for Gen Y, when choosing to accept one job over another, the leading consideration is personal growth/advancement. Among all generations, personal fulfillment/work-life balance and personal growth/advancement both outweigh compensation and benefits when choosing one job over another.

New figures have shown that employers are struggling to hang on to workers, despite the turbulent employment market, with more than 283,000 managers walking away from their jobs in the 12 months to September 2011.

The 2012 National Management Salary Survey, published by the Chartered Management Institute (CMI) and XpertHR, collected data from 38,843 individuals across 160 UK organisations. The survey revealed that nearly one in ten managers (9.4%) resigned from their jobs last year – more than twice as many as quit the year before (3.9%). Overall labour turnover for management roles – those resigning, retiring, transferring internally and being made redundant – has also increased dramatically, almost doubling from 10.5% in 2011 to 20.3% this year.

Christopher Kinsella, Acting Chief Executive of CMI, says: “Employers are struggling to recruit and to retain high quality managers. One in ten managers resigned from their jobs last year, presumably for better offers elsewhere. However, there is a risk that a substantial proportion of these managers left the profession altogether, a grave situation when UKCES/Government data estimates that the UK needs 544,000 new managers by 2020.”

We use cookies to improve our website and your experience when using it. Cookies used for the essential operation of the site have already been set. To find out more about the cookies we use and how to delete them, see our privacy policy.

I accept cookies from this site.

EU Cookie Directive Module Information