Posted on: May 12, 2021 Posted by: admin Comments: 0

first_imgRelated posts:No related photos. Previous Article Next Article Thisweek’s lettersPromotingthe UK as it is in realityFarfrom believing “our workforce is diverse enough,” as you quote me in”BBC HR team defends record on minorities”, (News, 16 January), I amat one with BBC director-general Greg Dyke on the need to improve recruitment,retention and promotion of ethnic minorities. Iwas specifically appointed as head of diversity to achieve this along withpushing forward real opportunities for women, people with disabilities andthose of all ages. We have a wealth of diverse talent knocking at our door andunder-utilised in our workforce. It’s my job to see that talent is tapped, sothat the BBC’s programmes serve all its audiences and the organisation canrepresent Britain today as it really is.LindaMitchellHead of diversity, BBC Manycompanies work for schemeItwas great to see such enthusiastic coverage of the DRC’s Actions Speak LouderThan Words campaign in “Lloyds TSB puts disabled graduates on faststream”, (News, 28 November). However, the summary of Lloyds TSB’s commitmentwas slightly misleading.LloydsTSB has been a partner of the Fast-Track disabled graduate recruitment schemerun by Scope, the disability charity since, 1999. The Fast-Track scheme is notexclusive to this one employer. Although their commitment to Louder Than Wordsgrew out of their relationship with Scope, we are also in partnership with manyother high-profile companies such as HSBC, Barclays, B&Q and ICL. ChristinaMcGillPress & PR manager, ScopeLetterof the WeekAnill-considered set of rulesInresponse to the article in Personnel Today, “Data rules could curb staffabsence records”, (News, 16 January), on the subject of the proposed newcode from the Data Protection Commissioner on recording of employee sicknessabsence, I would have to say that I have never read such an ill-considered setof rules.Ourcompany operates a fairly generous sick pay scheme, paying full salary for anagreed period. If we are to be denied the opportunity to record an individual’sabsences, will I be entitled to then withhold any sick pay because I am unableto keep an accurate record of the employee’s absence? No doubt such anindividual would then quote the Equal Rights Act, Human Rights Act etc to saywe were being unfair and demand further compensation on top of  the sick pay. In addition, absence recordsare a vital part of any defence at an employment tribunal on poorattendance/health issues. Thechanges in employment law passed by this government are slowly drivingemployers to think twice as to whether it is worth employing anyone at all.TedRunciman FCIPDGroup HR manager, Currie & Brown Holdings–I strongly feel that employers should not have to get an employee’s permissionto hold sickness records.HeatherUrquhartHR officer, Schering-Plough –There is a failure to consult adequately over this. I believe this is anunnecessary increase in the administrative workload already required of HR andthere is a danger of data protection evolving into a shirker’s charter.CatherineTeagueDirector of support services, St Luke’s Hospice–Having read the article in Personnel Today on staff absence records, I say no,employees should not have to get consent from staff to record absence. This isgeneral information needed for pay calculations and to ensure fair treatment.KathyInchVia e-mail–The inability to record sickness would be disastrous, as this information isvital. It seems that no thought has been given to this matter and it should notgo ahead until the commission has undertaken a survey of employers and listenedto what they have to say.  MarjorieBradburyVia e-mail Comments are closed. LettersOn 30 Jan 2001 in Personnel Todaylast_img

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