Originally Posted by Mick (Post 35445470)

Large employers try to wrangle out of paying sick leave and have Absence Management procedures in place. There is also the 'Three days' waiting rule where if an employee is sick for 3 days or less, they simply don't get paid at all. So there is some kind of 'Burden' free practices in place for those people who take the occasional 'Sickie' day.

Most employers have also adopted interesting Absence Management and monitoring. Ever heard of the 'Bradford Factor' ? Where if you cross a threshold after a number of episodes of absence then, you are taken down a number stages that eventually leads to dismissal.

Of course Employers have to be careful and not to prejudice or discriminate against those people who are disabled. Whose disability might temporarily incapacitate them and they take the odd period of sick leave here and there.

The DDA (Disability Discrimination Act 2005), now actually known as the Equality Act post 2010, prevents employers from simply dismissing employees because they have a disability. This doesn't necessarily stop a company from firing a disabled person, they could still do this under 'Capability' but have to show they took steps to make reasonable adjustments.

Originally Posted by Mick (Post 35445470)

Large employers try to wrangle out of paying sick leave and have Absence Management procedures in place. There is also the 'Three days' waiting rule where if an employee is sick for 3 days or less, they simply don't get paid at all. So there is some kind of 'Burden' free practices in place for those people who take the occasional 'Sickie' day.

Most employers have also adopted interesting Absence Management and monitoring. Ever heard of the 'Bradford Factor' ? Where if you cross a threshold after a number of episodes of absence then, you are taken down a number stages that eventually leads to dismissal.

Of course Employers have to be careful and not to prejudice or discriminate against those people who are disabled. Whose disability might temporarily incapacitate them and they take the odd period of sick leave here and there.

The DDA (Disability Discrimination Act 2005), now actually known as the Equality Act post 2010, prevents employers from simply dismissing employees because they have a disability. This doesn't necessarily stop a company from firing a disabled person, they could still do this under 'Capability' but have to show they took steps to make reasonable adjustments.

Originally Posted by Osem (Post 35445482)

Very interesting. :tu:

Originally Posted by martyh (Post 35445493)

don't know about you mate but i really don't think i could be arsed with all that

Originally Posted by Mick (Post 35445495)

If you are self employed and have no employees then you do not need to be arsed with it, start taking on staff and you don't have a choice. Employment law is there to protect yourself, your business and it's employees.

Originally Posted by Wayfair (Post 35445494)

We get our holidays back if we go sick during that time, we also have the Bradford Factor, our target, sorry trigger point is 80, it works by totaling the number of days off multiplied by occasions multiplied by occasions, all this leads to is some folk have 4 sick shifts off 'we work blocks of 4' instead of 2 sick shifts off as it's the occasions that get ya..

Originally Posted by martyh (Post 35445500)

I'm not knocking it i don't have a clue about any of that stuff as i have never worked under those rules , i just couldn't work for a company and be subject to all that regulation ,i just want to go to work and earn a crust with as little restriction and fuss as possible and be responsible ,and take responsibility for my own work or lack of

Originally Posted by Peter_ (Post 35445511)

I thought you now had a job driving for a company if so you are covered the same as everyone else as you are not a special case.

Originally Posted by martyh (Post 35445515)

I do ,still self employed though

Originally Posted by Peter_ (Post 35445517)

Do they supply the vehicle if so a bit of a cheat on their side as that is ccutting costs in a major way, if you like the job look for something where you are actually an employee as you will be better off in the long run.

Good luck with it anyway.

Originally Posted by martyh (Post 35445523)

They supply the fuel and the vehicle ,i don't see it as a cheat as there are not deliveries to do all the time so it saves having paid employees and all the baggage that goes with it sitting around waiting for a job to come in .It suits me because i have a regular income and can still do my trade work as and when that comes in.I don't get any sick pay or annual leave or any of the employment protection that direct employees get but i do get the freedom missing from a lot of direct employment

Originally Posted by martyh (Post 35445523)

They supply the fuel and the vehicle ...

Originally Posted by Peter_ (Post 35445524)

Thats what I see as a cheat as to them you are like casual labour and without all the protection that an employee would have, but that is your choice.

Originally Posted by TheNorm (Post 35445526)

Hmmm...



http://www.hmrc.gov.uk/employment-status/index.htm

Originally Posted by martyh (Post 35445528)

Yeah that crops up every few years with every company that uses self employed staff ,basically we just ignore it .No government official is going to tell me how i should be employed ....there's always a way around that load of garbage ;)

Originally Posted by Peter_ (Post 35445537)

It is not garbage but these companies love it that they do not have a static workforce that can can lay off without a second thought especially at lean times of the year, the rules are there for a reason to protect you.