Labour MP Andrew Miller on Monday urged IT/telecoms and engineering/technical recruiters to “keep your nerve” in the face of a deepening global financial crisis.
Speaking to Association of Technology Staffing Companies (ATSCo) members at a House of Commons reception, Miller said, “There is a determination across the parties to make sure Britain comes out as strongly as possible” from the the economic turmoil. “It has been an extraordinary period,” Miller said of the last three weeks, which have seen investment banks fail and dramatic ups and downs for share prices.
Miller also reiterated his commitment to ensuring that any upcoming directive and legislative on equal treatment for agency workers does not have a negative impact on professional contractors who work through agencies or umbrella companies but instead penalises employers and others who exploit ‘vulnerable workers’. “I’m absolutely convinced it would be wrong to use the legislation to battle these organisations,” he said of the high-end professional services providers. “You have my assurance that is not what is intended.”
* - Article from www.recruiter.co.uk
Not what is intended and what happens can sometimes differ wildly. I hope, seriously hope, that Mr Andrew Miller and the rest of the labour government ensure that professional contractors are not penalised. Due to the HMRC they are already penalised enough.
Showing posts with label AWD. Show all posts
Showing posts with label AWD. Show all posts
Tuesday, October 7, 2008
Thursday, September 25, 2008
Agency Workers Directive - Pointless EU Directive?
With the Agency Workers Directive (AWD) hanging over our heads and the inevitable collapse of our government's opposition to it by agreeing to a "compromise" I thought it was a good time to have my say.
The AWD for the skilled sectors is pointless. It's that simple. Why would clients bring in Temporary workers with skills they need for projects which could take 6 months in the knowledge that they can only have them as temporary workers for 12 weeks. Projects often have agreed timescales that change, difficulties that can arise, budget changes, whatever it may be, a temporary worker is often needed for over 12 weeks. They don't want the same rights of a permanent employee, they like working as a temporary worker and they like the benefits that come with that. In the skilled sectors the usual draw is the higher hourly and daily rates that they can earn.
Why don't they just take a permanent employee on you ask? Well, the project is just that. A project. There is no permanent need for this skill set. In fact it would be a flagrant waste of money to bring this skill set in house on a permanent basis.
There are other examples. Covering long term sick leave. Why would you want two members of staff doing the same job on a permanent basis?
The temporary workers market is key to the UK's economy. The ability to bring in people on a short term basis is beneficial to both the worker and the business. To force companies to basically make them permanent after 12 weeks is wrong. Admittedly I am focussing on the skilled sector (IT, Finance, Professional Services) but surely even in other sectors the AWD will just lead to less temporary worker demand, more unemployment and then gloomier economic predicitions.
Why change something that isn't broken? From all the reports I have seen generally 80% of temporary workers are happy with their lot. So why change the whole system and rules?
Temporary work isn't just a good way to earn money but also to try and select a career. It gives you that opportunity to sample different working environments, industries, people and locations. The AWD would cut down on this.
The UK does not have the same economy as the rest of the EU, it simply does not need or want this directive. For that reason I hope someone sees sense and gets it thrown out.
The AWD for the skilled sectors is pointless. It's that simple. Why would clients bring in Temporary workers with skills they need for projects which could take 6 months in the knowledge that they can only have them as temporary workers for 12 weeks. Projects often have agreed timescales that change, difficulties that can arise, budget changes, whatever it may be, a temporary worker is often needed for over 12 weeks. They don't want the same rights of a permanent employee, they like working as a temporary worker and they like the benefits that come with that. In the skilled sectors the usual draw is the higher hourly and daily rates that they can earn.
Why don't they just take a permanent employee on you ask? Well, the project is just that. A project. There is no permanent need for this skill set. In fact it would be a flagrant waste of money to bring this skill set in house on a permanent basis.
There are other examples. Covering long term sick leave. Why would you want two members of staff doing the same job on a permanent basis?
The temporary workers market is key to the UK's economy. The ability to bring in people on a short term basis is beneficial to both the worker and the business. To force companies to basically make them permanent after 12 weeks is wrong. Admittedly I am focussing on the skilled sector (IT, Finance, Professional Services) but surely even in other sectors the AWD will just lead to less temporary worker demand, more unemployment and then gloomier economic predicitions.
Why change something that isn't broken? From all the reports I have seen generally 80% of temporary workers are happy with their lot. So why change the whole system and rules?
Temporary work isn't just a good way to earn money but also to try and select a career. It gives you that opportunity to sample different working environments, industries, people and locations. The AWD would cut down on this.
The UK does not have the same economy as the rest of the EU, it simply does not need or want this directive. For that reason I hope someone sees sense and gets it thrown out.
Thursday, May 22, 2008
Temporary Workers - Recruiter
Andrew Miller’s temporary and agency workers’ Private Member’s Bill has been withdrawn.
The Bill’s aim was to afford the same provisions for temporary workers that permanent employees enjoy. It had sparked fear in the industry that the move could be to the detriment of the UK’s agency work model.
The death of the Bill was inevitable following the government’s announcement on Tuesday that there had been an agreement between business leaders and trade unions to give temporary workers equal pay and conditions after 12 weeks in the job.
But the government will have to persuade MEPs in Brussels to amend the European Agency Workers Directive, possibly at 9 June Employment Council or soon after the French take over the presidency in July, before any legislation is agreed.
Any agreement on the Directive, which has been blocked by Britain for years, would have to go before the European Parliament for a decision, which could delay the new law for more than a year. * - Article from Recruiter.
G & G Recruitment are still concerned about the possible implications of giving temporary workers equal rights to permanent works on the market. Will it mean that clients will be less willing to use temporary workers? Will it mean, in the IT and Information Management sector, that temporary workers must have their pay brought in line with permanent workers, which would usually mean a decrease? Shouldn't consideration be taken for the different markets in which these temporary workers work? Will it force the small recruitment agencies to close as they cannot cope with even more red tape, rules, regulations and processes? Will client's choice of agencies be reduced?
Should you have any thoughts or questions, please do contact us on info@ggrecruitment.co.uk
The Bill’s aim was to afford the same provisions for temporary workers that permanent employees enjoy. It had sparked fear in the industry that the move could be to the detriment of the UK’s agency work model.
The death of the Bill was inevitable following the government’s announcement on Tuesday that there had been an agreement between business leaders and trade unions to give temporary workers equal pay and conditions after 12 weeks in the job.
But the government will have to persuade MEPs in Brussels to amend the European Agency Workers Directive, possibly at 9 June Employment Council or soon after the French take over the presidency in July, before any legislation is agreed.
Any agreement on the Directive, which has been blocked by Britain for years, would have to go before the European Parliament for a decision, which could delay the new law for more than a year. * - Article from Recruiter.
G & G Recruitment are still concerned about the possible implications of giving temporary workers equal rights to permanent works on the market. Will it mean that clients will be less willing to use temporary workers? Will it mean, in the IT and Information Management sector, that temporary workers must have their pay brought in line with permanent workers, which would usually mean a decrease? Shouldn't consideration be taken for the different markets in which these temporary workers work? Will it force the small recruitment agencies to close as they cannot cope with even more red tape, rules, regulations and processes? Will client's choice of agencies be reduced?
Should you have any thoughts or questions, please do contact us on info@ggrecruitment.co.uk
Wednesday, May 14, 2008
Agency Workers Breaking News - Recruiter
Prime Minister Gordon Brown announced that new rules would be introduced to give agency workers "fair treatment" in his draft Queen's Speech this morning.
In announcing his wish list for new legislation, Brown said:
"We are committed to both flexibility and to fairness in the workplace and we will do nothing that jeopardises jobs and businesses taking on workers. But most people agree that it is not fair that, even after months in the job, agency workers can currently be paid less than the staff they work alongside --- and as a result permanent staff can feel they are being unfairly undercut. So My Rt Hon Friend the Secretary of State for Business plans to bring forward legislation - subject to an agreement between employers and employees, and in Europe - that will for the first time ensure new rules for fair treatment of agency workers here in Britain."
It is the first time the government has publicly given its views on domestic legislation to protect agency workers, after abstaining during the votes on Andrew Miller's Private Member's Bill to offer temporary agency workers the same pay and conditions as permanent staff.
Tom Hadley, The Recruitment and Employment Confederation's director of external relations, said that the statement suggests there will be a swift move in the next Parliament to implement the European draft agency workers directive (AWD).
Hadley believes that there could be an agreement on the AWD at the 9 June Employment Council, or perhaps shortly after the French take over the presidency of the European Parliament in July.
Any agreement between ministers in the Employment Council would then have to go to the European Parliament for a second reading. If the Parliament accepts the position, with no amendments, it is possible that the final text of the AWD would be available around 6 months after agreement in Council.
"The REC has consistently held the view that the EU Directive holds more chance of a workable outcome than the Private Member's Bill on agency work that is current being debated in the House of Commons. The REC will be working with government, the Confederation of British Industry (CBI) and other stakeholders to ensure that this is the case,"
said Hadley.
In addition, the government is pushing forward with its planned Agency Work Commission. The commission would be made up of representatives from the Confederation of British Industry and the Trade Union Congress. The TUC has yet to confirm that they will sit on the commission, but it is thought that this is becoming more likely.
Hadley added: "If everything comes together the recruitment industry could see new legislation on the pay and conditions of agency workers by April 2010. The framework of the legislation will be the Directive. It is thought that the Agency Work Commission would be allowed, under the terms of the Directive, to set a derogation period after which equal treatment rights are implemented." *Article from Recruiter.
G & G Recruitment will be following the progress of this story closely.
In announcing his wish list for new legislation, Brown said:
"We are committed to both flexibility and to fairness in the workplace and we will do nothing that jeopardises jobs and businesses taking on workers. But most people agree that it is not fair that, even after months in the job, agency workers can currently be paid less than the staff they work alongside --- and as a result permanent staff can feel they are being unfairly undercut. So My Rt Hon Friend the Secretary of State for Business plans to bring forward legislation - subject to an agreement between employers and employees, and in Europe - that will for the first time ensure new rules for fair treatment of agency workers here in Britain."
It is the first time the government has publicly given its views on domestic legislation to protect agency workers, after abstaining during the votes on Andrew Miller's Private Member's Bill to offer temporary agency workers the same pay and conditions as permanent staff.
Tom Hadley, The Recruitment and Employment Confederation's director of external relations, said that the statement suggests there will be a swift move in the next Parliament to implement the European draft agency workers directive (AWD).
Hadley believes that there could be an agreement on the AWD at the 9 June Employment Council, or perhaps shortly after the French take over the presidency of the European Parliament in July.
Any agreement between ministers in the Employment Council would then have to go to the European Parliament for a second reading. If the Parliament accepts the position, with no amendments, it is possible that the final text of the AWD would be available around 6 months after agreement in Council.
"The REC has consistently held the view that the EU Directive holds more chance of a workable outcome than the Private Member's Bill on agency work that is current being debated in the House of Commons. The REC will be working with government, the Confederation of British Industry (CBI) and other stakeholders to ensure that this is the case,"
said Hadley.
In addition, the government is pushing forward with its planned Agency Work Commission. The commission would be made up of representatives from the Confederation of British Industry and the Trade Union Congress. The TUC has yet to confirm that they will sit on the commission, but it is thought that this is becoming more likely.
Hadley added: "If everything comes together the recruitment industry could see new legislation on the pay and conditions of agency workers by April 2010. The framework of the legislation will be the Directive. It is thought that the Agency Work Commission would be allowed, under the terms of the Directive, to set a derogation period after which equal treatment rights are implemented." *Article from Recruiter.
G & G Recruitment will be following the progress of this story closely.
Thursday, May 8, 2008
Update Agency Workers - Recruiter
* - The following article is from the Recruiter: -
Ministers again refused to support or oppose Andrew Miller’s Private Member’s Bill in a crucial vote yesterday on giving temporary agency workers equal rights.
The government’s abstention, which was greeted with disappointment from business leaders and accusations of cow-towing to backbenchers, came at the start of the committee stage of the proposed legislation.
Employment minister Pat McFadden refused to back an opposition motion to defer the Bill’s passage through Parliament, adding that the government needed more time to resolve the issue at European level.
Previous moves in Europe to give agency workers equal treatment, in terms of equivalent salaries, paid holiday, overtime and sick pay of full time staff, have been blocked by the government. But Gordon Brown is facing increasing pressure to offer concessions after more than a third of Labour MPs voted in favour of the Bill in February.
Brown hopes to head off further pressure from Europe by creating a commission involving business and unions to reach a consensus.
Wednesday, May 7, 2008
Agency Workers - Recruiter
The following article comes from the Recruiter: -
Agency workers endure much lower levels of job quality and are paid less than permanent staff, according to a new report.
Conducted by academics at universities in Bradford, Leeds and Kent, the ‘Agency Working in the UK: What do we Know?’ study found that, on average, agency workers are paid £7.80 per hour contrasting with an average £11.47 for permanent workers.
Two out of three agency workers are employed in clerical, semi-skilled and unskilled occupations, while only one fifth are to be found in managerial and professional occupations.
Dr Gary Slater, senior lecturer in economics at the University of Bradford and co-author of the report, said: “The CBI has called for equal rights to be limited to agency workers with tenure of one year or more. Our study shows that almost three-quarters of agency workers would be excluded from coverage if such a restriction were to be put in place, which surely runs counter to the aims of the Bill [Andrew Miller’s Private Member’s Bill] to provide equal treatment.” Dr Chris Forde of Leeds University Business School and the report’s other co-author, added: “Agency working has grown in importance over recent years. Our figures, drawn from nationally representative data, provide a reliable basis for comparing the experience of agency workers with other groups in the labour market.”
G & G Recruitment acknowledges that in the clerical, semi-skilled and unskilled areas this report and the Agency Worker Directive may have a point. However, within professional and niche sectors, like IT and Information Management, the candidates often earn more and any move to give them equal rights with permanent employees would severely hamper the market and effectively ruin the job variety and experiences that temporary work gives these candidates. It would also hinder the economy as a whole as outside skills would not be sourced as often to come in and aid projects or departments. Temporary workers within these professional and niche markets are not only essential to their markets, the economy and the clients but, offer a great experience for candidates and a great earning potential.
Agency workers endure much lower levels of job quality and are paid less than permanent staff, according to a new report.
Conducted by academics at universities in Bradford, Leeds and Kent, the ‘Agency Working in the UK: What do we Know?’ study found that, on average, agency workers are paid £7.80 per hour contrasting with an average £11.47 for permanent workers.
Two out of three agency workers are employed in clerical, semi-skilled and unskilled occupations, while only one fifth are to be found in managerial and professional occupations.
Dr Gary Slater, senior lecturer in economics at the University of Bradford and co-author of the report, said: “The CBI has called for equal rights to be limited to agency workers with tenure of one year or more. Our study shows that almost three-quarters of agency workers would be excluded from coverage if such a restriction were to be put in place, which surely runs counter to the aims of the Bill [Andrew Miller’s Private Member’s Bill] to provide equal treatment.” Dr Chris Forde of Leeds University Business School and the report’s other co-author, added: “Agency working has grown in importance over recent years. Our figures, drawn from nationally representative data, provide a reliable basis for comparing the experience of agency workers with other groups in the labour market.”
G & G Recruitment acknowledges that in the clerical, semi-skilled and unskilled areas this report and the Agency Worker Directive may have a point. However, within professional and niche sectors, like IT and Information Management, the candidates often earn more and any move to give them equal rights with permanent employees would severely hamper the market and effectively ruin the job variety and experiences that temporary work gives these candidates. It would also hinder the economy as a whole as outside skills would not be sourced as often to come in and aid projects or departments. Temporary workers within these professional and niche markets are not only essential to their markets, the economy and the clients but, offer a great experience for candidates and a great earning potential.
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