5 Top Tips for Effective Managers to Ensure Compliance in 2011

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The ever changing area of employment law shows no sign of slowing down in 2011 with a number of legislative changes coming into force.

Here are our top 5 tips to protect your business in relation to the forthcoming changes:

1. Bribery

The Bribery Act 2010, which is due to come into force during April 2011, will introduce a new, strict liability, corporate offence of failing to prevent bribery by individuals acting on behalf of an organisation.

The only defence that will be available to employers will be to show that they have adequate procedures in place to prevent bribery and corruption.

It will therefore be vital to ensure that you have effective whistle blowing policies and procedures in place which encourage your employees to report instances of bribery.

Our tip is to ensure that you review, with your legal advisers, the adequacy of your internal policies and to ensure that you have written procedures in place, which are readily available to all staff and consultants, which deal with the prevention of bribery. You could consider incorporating these procedures into your contracts of employment and including a clause enabling you to terminate employment in the case of a breach of the policy.

2. Leave for Fathers

Fathers of babies due after 3rd of April 2011 will be entitled to take additional paternity leave of up to 26 weeks before the child’s first birthday. This right will apply where the mother has returned to work with some of their statutory maternity leave untaken.

During additional paternity leave the terms of the employee’s contract will remain the same, except for remuneration. Benefits such as a company car or private health care, for example, must continue but the father will not be entitled to be paid his salary and will instead receive statutory paternity pay, if he is eligible.

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Published In: Administrative Agency Updates, Business Organization Updates, Education Updates, Labor & Employment Updates

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

© Richard Milner | Attorney Advertising

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