Saturday, 11 June 2011

Goodbye and thanks for all the fish

I have, as you are probably well aware, been very remiss about posting on this blog with anything like regularity. I have, therefore, decided to finish.

The reason why I started a business information blog was to help my friend and colleague Leonora Clarke at The Accounting Bureau with news that related to industry sectors, such as construction, in which she had clients.

I also wanted to provide a “mix and match” information stream to go along with ADSET’s careers information blog.
  • The Accounting Bureau is no more and I have done no work with the company since January of this year.
  • If I find information that is too “businessy” to go into the careers information blog then I can tweet it, put a link on LinkedIn, add it to my facbook page or pass it to someone who may be able to make more use of it than I can.
So, that’s it but do please keep it touch.

I'm @careersinfo on Twitter
and search for me by name, Hazel Edmunds, on LinkedIn


Wednesday, 4 May 2011

You have to laugh

or you might end up crying!

I've just been reading an article in Freedom of Information (Volume 7 Issue 4 March/April 2011) in which readers are taken back through some of the basics of the Freedom of Information Act.

The laughter (or maybe it was a hysterical response to the idea) was caused by a reminder to authorities responding to a request for information that the right to delay whilst seeking clarification of the information required should not be obtuse.

To illustrate:

    In 2005 the Inland Revenue received a request for information about five occurrences which the applicant described as “failed standards”. The Inland Revenue responded that it did not have any information about “failed standards” because there had not been any “failures” by it.

    The Tribunal evidently took the view that this was an obtuse reading of the request and decided that any reasonable public authority would have responded to the request on the basis that it related to the five specific occurrences identified by the applicant. (Barber v IC; EA/2005/004).
The idea that no mistakes are ever made, or maybe it is merely that the mistakes that are made are not a failure of standards, is ludicrous.

Thursday, 14 April 2011

Faith in the workplace

an article in IDS Employment Law Brief (number 920 March 2011)

Introduction

“Never discuss politics or religion” has long been the golden rule for dinner parties. Since the Employment Equality (Religion or Belief) Regulations were introduced in 2003, the adage might be said to apply equally in the workplace. A spate of recent decisions involving religious employees has sparked huge media interest. In this feature, we use a range of cases to highlight how tribunals and courts have dealt with tricky issues arising under the Regulations, such as manifesting religion at work.

Hazel’s comment:

Long-time readers of this blog, and/or of ADSET’s Members’ Update publication which ceased publication a couple of years ago, will know that I am not good at writing a prĂ©cis of an article. These people will also know that I will steer clear of even attempting such a thing depending on the topic and length of article.

Faith in the workplace? Six sides of A4? Sorry, forget it.

And, unless you are a Christian, do not try searching using Google for the phrase as you will get a page (I did not go further) of resources for Christians.

But, you still want to know about the law and how it affects your relationships in the workplace.

A good starting point is the ACAS leaflet published in 2005 which can be found at http://www.acas.org.uk/media/pdf/f/l/religion_1.pdf (A5 38pp). I could not easily find out where to order a paper copy but with that date on I would expect there to be one.

Remember, that an employee’s right to hold a particular religion or belief is absolutely protected – that same employee’s rights do not include manifestation of the religion or belief.

The difficulty for those who adhere to certain religions or faiths is that an inherent tenet of the religion or faith may require its adherents to behave in a certain way which may be taken to be a manifestation of the religion or faith.

So, go back to the introduction. However much it may go against the grain for some do not, please, talk about religion or politics at work!!


Thursday, 31 March 2011

StartUp Britain – version2?

To add to the confusion (were you confused or had you got it sussed?) Cobweb Information Ltd has come down heavily on the side of this looks ------- (insert your own word for not very good).

As someone said to me yesterday: “You can’t polish a turd”.

Read the Cobweb post and the comments

Saturday, 19 March 2011

Government bins business red tape

Business will be freed from the burden of red tape under a package of sweeping reforms to regulation, it was announced today. (BIS press release 18 March)

I'll believe it when I see it!!


Monday, 28 February 2011

BIS research shows businesses prefer face-to-face support …

...but it’s going online instead

That’s the headline in the latest BAD (Business Advisers’) News from Cobweb Information.

Read the full story

And while we’re about it let’s remember that careers guidance went the same way and that face-to-face is now sorely missed. The Internet is not the answer to every question in the universe (save that for 42, please).


Sunday, 27 February 2011

E-mail: curse or blessing?

There I was, having a quiet Sunday morning going through the few feeds in my RSS reader – mainly interesting reading rather than work-related at this point in the week, when I came across an article from HRzone about the love-hate relationship that most people/organisations have with email.

You can read Leslie Allan’s post here. All good common sense stuff but …

I then recalled a fascinating training session I attended led by Dr Monica Seeley of Mesmo Consultancy and realised that what I wanted to do was to draw you into Monica's network.

Please go to the website where you'll find lots of information about an organisation that is dedicated to “Improving performance through the effective use of email and social networking”.