Tag Archives: employees

Mums of Young Children in Breach of EU Working Time Directive

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baby, working mothers, overwork, stress

We are not surprised at the news that mothers work so hard that they are in breach of Articles 3, 5 and 6 (b) of 2003 of the of EU Working Time Directive. Mums caring for a baby full time exceed maximum working hours, are not given adequate rest periods and do not receive paid annual leave from their baby employers

The number of hours each week that British mothers spend looking after their children would be in breach of the European Union’s Working Time Directive if this work were to be treated in the same way as paid employment, research by leading greeting card and gift retailer Clintons has revealed.

The Working Time Directive states that employees should work no longer than 48 hours per week. Workers are also entitled to a rest period of eleven consecutive hours in every 24-hour day, a rest break every six hours of work; an uninterrupted rest period of 24 hours in every seven day week, and paid annual leave of at least four weeks every year.  Employees who work night shifts have extra protection and cannot be asked to work more than eight hours in a 24-hour period.

Baby experts recommend that a baby between the ages of 12-18 months should sleep for around 14 hours a day, meaning a parent is actively looking after their child for the remaining ten hours. Across a 7-day period, this comes to a minimum of 70 hours a week, exceeding the maximum limit of a 48-hour working week specified by Article 6 (b) of the Working Time Directive by a shocking 22 hours. On top of this 70-hour minimum, mothers also have several hours of ancillary work each day and are constantly “on call” to respond to any emergencies, meaning their actual rest period is often reduced to six hours a day.

Of the 14 hours of sleep a baby should get each day, around three hours come in the form of daytime naps, and the remaining 11 hours come at night. Article 3 of the Working Time Directive states that workers are entitled to a “minimum daily rest period of 11 consecutive hours per 24-hour period” and therefore getting up in the middle of the night if the baby starts crying would be in breach of this rule.

Looking after a baby for seven days a week is also in breach of Article 5 which specifies that “per each seven-day period, every worker is entitled to a minimum uninterrupted rest period of 24 hours plus the 11 hours’ daily rest referred to in Article 3.”

Article 7 of the 2003 EU directive states that “every worker is entitled to paid annual leave of at least four weeks.” A Clintons survey of babies found that 0% of them had made provisions to fulfil this requirement.

Tim Fairs, director at Clintons, said: “Parents put in a huge amount of work, week in and week out, looking after their kids. Often this work goes completely unrewarded. Mothers’ Day is an opportunity to say thank you for everything mums do, but we shouldn’t wait for just one special day every year to acknowledge their hard work. We should celebrate mums every day of the year.”

Mother’s Day originated in the United States in 1908 when Anna Jarvis from West Virginia held a memorial for her mother. During the Second World War, American soldiers brought the celebration to the UK, where it merged with the older religious festival of Mothering Sunday when people would return to their mother church for a service held on the fourth Sunday of Lent known as Laetare Sunday.

Introduced in 2003, the European Union’s Working Time Directive (2003/88/EC) gives workers within the EU certain rights relating to numbers of hours worked each week, annual holiday entitlement, rest breaks and days off.

In the UK, workers have the option to work in excess of the 48 hours specified by the working time directive if they choose to, however this option does not apply to employees in all sectors. The statutory leave period in the UK is 5.6 weeks per year.

Tim Fairs, added: “Many mothers work incredibly hard all year round and never have a day off. No matter how old you are, take a moment this Mothers’ Day to let your mum know how much you appreciate her.”

 

 

Two Thirds of Men Would Be Happy To Be a Stay-at-Home Dad

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baby, shared parental leave, feminism, equality, childcare, leave, maternal, work, working mothers, lean in The times they are a changing. It is true that women and men will never be equal until men take up their share of childcare (and while we are at it, domestic chores) and it seems that that might actually be happening. A recent survey suggests that two thirds of men would be happy to be a stay-at-home dad.

Despite mums traditionally dealing with the majority of childcare, three quarters of men say they would be happy to quit work during their son or daughter’s first year so that their partner can return to their job, instead of taking the usual period of maternity leave.

And almost one in twenty men are already responsible for looking after their children whilst their wife or girlfriend goes to work.

It also emerged that 72 per cent of women would also be happy if their other half wanted to look after the children with 65 per cent worrying about the effect any time off would have on their career.

The statistics emerged in a study commissioned by national law firm Irwin Mitchell a month before a change in the law which will see couples have the opportunity to start sharing parental leave.

But these results show the new laws designed to encourage parents to share time off work following the birth of their child look set to be far more popular than government predictions had previously stated.

Irwin Mitchell employment partner Glenn Hayes said: “For a long time now, the traditional roles have seen dads returning to work just days after their baby has been born, while mums take a year or so away from their career to look after the children.

“But times are changing and it’s becoming easier, and more acceptable, for dads to take on the role of caregiver, while mums become the main breadwinner. What’s more, it seems the majority of men are happy to have it this way around.

“Thanks to changes coming into effect in April, working couples will be able to share that period of leave over the first year, meaning neither one has to miss out on such a large amount of time away – whether it’s from their career or baby.

“Shared parental leave is one of the most significant changes to flexible working rights but it is still uncertain how many families are expected to take up the new right.

“According to Government projections, as few as 5,700 men will apply over the next 12 months, but the figures in this survey suggest that the appetite for doing so could be much stronger with take up being much higher.

“So it’s important businesses and employers need to be prepared for the changes before they come into force, and know their rights as well as those of their employees.”

The study of 2,000 men and women found 66 per cent of men would be happy to take on the role of stay-at-home dad, whilst another three quarters would happily work part-time to allow their partner to return full-time.

Four in 10 say this is down to them wanting to be a bigger part of their child’s life than they would be if they worked full-time while 19 per cent worry they will miss out on too much of their child’s life otherwise.

More than a third say it’s the most sensible option for them as their wife or girlfriend earns more than them, with another 23 per cent not enjoying their job whilst their other half does.

One in twenty said taking the time off work will be less detrimental to their career than that of their partner.

Other reasons men want to take on the childcare role include it being easier for them to work around school or nursery hours than their partner, believing it would be less stressful to look after the kids than go to work and not wanting to commute anymore.

Sixty-one per cent even claimed they would be happy to become a stay-at-home dad, even if it had a detrimental effect on their career in the future.

But the researcher found that whilst most would be happy to share their decision, 23 per cent of men wouldn’t be comfortable telling their friends about their plan to be a stay-at-home dad, while 49 per cent would be worried about others judging them.

Glenn Hayes, an employment Partner at national law firm Irwin Mitchell, added: “These figures may take businesses by surprise and it is vital that they deal effectively with what is an extremely complex piece of legislation.

“It is important that employees start their conversations with their employers as early as possible in relation to shared leave, but it is vital that companies deal with the requests in the correct manner.

“Many businesses have been slow to prepare themselves for this important change and in doing so have left themselves exposed open to the risk of mishandling requests and inviting claims for discrimination.”

Shared Parental Leave rules allow those whose children are expected to be born or adopted from 5 April will be able to share up to 50 weeks of parental leave between mum and dad during the first year after a baby is born/child is adopted.

Previously, the majority of dads had two weeks paternity leave while mums could have up to 12 months maternity leave and nine months paid maternity leave.

 

 

Work From Home Week 2015 – 19th to 25th January

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working from home, work, home workingAs someone who works from home I can vouch for its good points and its bad ones. Mostly it is great, offering flexibility and the chance to work to the best of your potential. No nasty commute needed so it is good for your bank account and the environment too. In fact, this is Work From Home Week and in June 2014, new rights to flexible working laws were introduced in the UK, declaring that all employees – who have worked for the same employer for at least 26 weeks – are eligible to request flexible working, including the option of working from home. In fact, most recent figures now show that around 14% of people in employment are working from home, highlighting the idea that it’s increasingly becoming a viable and attractive alternative for businesses.

Launched in 2003, Work From Home Week, running from the 19th to 25th of January, puts a spotlight on this rising figure, raising awareness of working from home for both employers and employees alike.

In a time of constantly evolving technology, it’s never been easier to access information away from the office, so we’re calling on employers to embrace the opportunity as a way to boost happiness and productivity among their employees.

Graham Long, Vice President of the Enterprise Business Team at Samsung UK supports working from home.

‘’At Samsung, we believe it’s vital for people to be given the option and the tools to work flexibly, which is why we view Work from Home Week as an important and worthwhile initiative.

“Our own research reveals over a quarter of workers would opt for flexible working over a pay rise, and more than four in 10 (42%) employees strongly agree with the idea of being able to access work emails and apps outside of official working hours. Despite this, many businesses still don’t trust their employees to do so, highlighting the need to educate enterprises on the benefits of working from home. The option to work more flexibly can have a huge impact on productivity and wellbeing and with advancements in mobile technology, it is now possible for employees to work beyond the confines of the office, making working from home a choice that should be open to all rather than a select few.’’

Of course, for many across the UK, working from home isn’t just for a week. For the hundreds of single parents, carers, injured veterans and those living with disabilities, working from home is a necessity.

To celebrate working from home, the team behind the campaign have compiled the top 5 reasons to consider it!

Money – Not only would you save money on travel costs – train tickets, petrol, parking, etc. – but not eating out for lunch on a regular basis is bound to save you some pennies too. For parents, it gives the opportunity to radically reduce the costs of childcare.

Commute – Forget about delayed trains or road traffic dampening your spirits.

Comfort – Rather than donning a power suit or being restricted to a desk all day, choose your own dress code and working environment.

Green Living – Working from home can help reduce your carbon footprint, conserve office space for your employer, and perhaps most importantly, allow you to be the master of your own environment!

Freedom/Flexibility – Having the freedom to choose your hours and coffee breaks, while not being dragged in and out of corporate meetings all day is something that could potentially boost your overall moral and work ethic. Not to mention it allows you to create that ideal work/life balance.

Work From Home Week runs from the 19th – 25th January 2015. Twitter @WorkFromHomeWK  #WFHW

 

Injury Law Explained

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There are so many misunderstandings when it comes to injury law. Personal injury or tort law often makes people think of lawsuits, but many cases never even end up in the court room. Most cases are now settled out of court, as it may appear easier, friendlier and cheaper.

It is important to understand thimagesat personal injury is a type of tort or civil wrong, in which harm has been caused to an individual, due to another individual failing to use reasonable care. The law then recognizes this as grounds to sue the offender in order to recover losses of the afflicted.

Many people may be subject to negligence and suffer an accident as a consequence, but never do anything about it. It is for this reason, that you must know your rights.
The main goal of tort law is to recompense the injured party and to discourage others from committing the same offense.

The main issue under scrutiny in a personal injury claim is liability. This is determined by proving that the individual that caused the harm did so because of negligence. It must also be proven that it was foreseeable that this failure could result in the injury that occurred to the other party.

The most common injuries in which you can make a claim are: road traffic accidents, accidents at work, tripping accidents, assault claims, accidents at home, product defect accidents and holiday accidents.

In order to make a case you need to make note of the following:

• Date of the accident with full details
• Details of any witnesses
• Medical diagnosis and treatment
• Proof of loss of earnings and financial expenses as a result of your injury

There are a number of personal injury companies out there that offer no win no fee claims. It is important to check there are no hidden charges in the services they offer by making sure you use a firm of real lawyers that have the experience necessary.

If, after reading this, you think you have a case, get in touch with a solicitor as soon as possible and request further information and advice. You may be able to make a claim.

Glenn Mulcaire May Have Hacked For Other Papers.

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Glenn Mulcaire’s notebooks have been making waves today as the phone hacking inquiry rumbles on. Twenty-eight News International employees are named in a notebook. The notebook also has a references to The Sun and Daily Mirror, which suggest that phone hacking may have happened at other papers.

Robert Jay QC, counsel to the inquiry, said that senior executives had either condoned hacking or did not do the proper checks. In either case there was ‘room for a Nelsonian blind eye’ towards the ‘thriving cottage industry’.

Some of the notes that corresponded to News of the World employees reveals that they made 1,453 separate requests for information from Mulcaire.

The private detective also wrote ‘The Sun’ and a name relating to the Daily Mirror in his notebooks.

Mulcaire was imprisoned with the News of the World’s former royal editor Clive Goodman in January 2007 after they admitted intercepting voicemail messages left on phones belonging to members of the royal family.

The inquiry heard that the investigator’s notes relating to the royal aides are marked ‘Clive’, ‘private’ and with the name of ‘A’, who cannot be named for fear of prejudicing the ongoing police investigation into phone hacking.

Robert Jay QC said: ‘One possible inference to be drawn is that ”A” was working with or for Goodman, and he or she may have instructed Mulcaire to carry out an interception.

‘It might be argued that ”A” could have been acting independently of Goodman, but that would not make much sense since Goodman was the royal editor.’

Mr Jay added: ‘Either News International senior management knew what was going on at the time and therefore, at the very least, condoned this illegal activity.

‘Or they didn’t and News International’s systems failed to the extent that there was failure in supervision, failure of oversight with possible failures of training and corporate ethos and checking of expenses claims.

‘And there’s room for a Nelsonian blind eye. In either version, we have clear evidence of a generic, systematic or cultural problem.

He added: ‘I suggest that it would not be unfair to comment that it was at the very least a thriving cottage industry.’

Mulcaire also hacked the phones of publicist Max Clifford, football agent Sky Andrew, chairman of the Professional Footballers Association Gordon Taylor, MP Simon Hughes and supermodel Elle Macpherson.

In total about 28 legible corner names are legible in the 11,000 pages of notes that police seized from Mulcaire, which relate to a total of 2,266 taskings and the names of 5,795 potential victims, the inquiry heard.

Lord Justice Leveson this morning opened the inquiry into media standards that was set up after the News of the World phone hacking scandal.

He is examining the ‘culture, practices and ethics of the press’.

The Court of Appeal judge was watched by Bob Dowler, the father of murdered schoolgirl Milly Dowler. Her phone was hacked by the News of the World.