Rangers Football Club faced charges that its fans had been singing sectarian songs at both the home and away legs of their tie against Villareal in the Champions League Quarter Final tie. Extensive submissions made to UEFA on behalf of Rangers by Levy & McRae were accepted and the club was found not guilty of all charges in relation to their fans’ behaviour inside the stadia.

The report into the games had recommended a substantial fine for Rangers and the closure of 3 of the 4 stands at their home ground, Ibrox Stadium for their next European tie.

UEFA’s decision to find the club Not Guilty supports the work by the club’s chairman David Murray through the Pride over Prejudice campaign to oppose bigotry, racism and inappropriate behaviour arising from prejudice.

Office productivity can drop by up to a quarter when temperatures soar, according to a new poll.

Recruitment consultancy Office Angels questioned 1,500 employees about their summertime working habits. Over three quarters complained of office environments that stifled both their creativity and their ability to get the job done.

Eighty one per cent of those surveyed said that they found it difficult to concentrate at work if the office temperature was higher than ‘the norm’ while 62 per cent of these admitted that under hot conditions a typical task may take up to 25 per cent longer to complete.

A major bone of contention during summer months was air conditioning, with almost a fifth of respondents reporting disagreements over how hot or cold the temperature should be.

Sixty five per cent of men surveyed complained that they were expected to wear a shirt, jacket and tie all year round – regardless of the temperature – making sitting at a desk or travelling to work unbearable. Meanwhile a further 17 per cent of staff said that they had been reprimanded for wearing unsuitable attire on hot days.

Two thirds of those polled also admitted to suffering from ‘School Holiday Syndrome’ with a much higher tendency to procrastinate during summer months. Over half admitted to taking advantage of their boss being on holiday by arriving late into work or taking extra long lunch breaks.

Commenting on the research, Paul Jacobs, managing director of Office Angels said: “Despite recently experiencing one of the hottest July days on record, it seems some employers are failing to get the basics right when it comes to keeping their workforce happy.

“Small gestures make a big difference – allowing staff to dress according to the heat, investing in fans where needed and even encouraging staff to leave on time to enjoy the summer sun, will mean employees are far more comfortable, relaxed and able to get on with the job in hand.”

www.office-angels.com, July 4, 2006

A rail worker who was sacked after taking sick leave for work-related stress has won her unfair dismissal claim.

Sally Jenkins experienced panic attacks and depression after accidentally picking up a syringe on a Heathrow Express train.

She underwent a HIV test and was off work sick but was dismissed on health grounds in December 2005 by her employers Heathrow Express.

An employment tribunal ruled that Ms Jenkins should be reinstated and awarded her damages of £14, 800 for loss of earnings and injury to feelings.

“This ruling has lifted a massive weight from me and I feel completely vindicated,” she said.

Ms Jenkins’ claim was made under the Disability Discrimination Act. Her solicitor, Charlotte Moore, said it was unusual for an employment tribunal to order reinstatement even when a finding of unfair dismissal was made.

BBC, July 3, 2006

Fewer than half of all UK workers are happy with their career progression, a new study suggests.

The research, carried out by Investors in People (IiP), also revealed that a major bone of contention amongst unfulfilled employees was a perceived lack of management support.

Two-thirds of respondents said that their boss was key to their progression throughout the company yet under 50 per cent felt that he or she was doing enough to help them.

One in five employees also claimed that they were mis-sold career opportunities when they first joined their company.

Ruth Spellman, IiP UK chief executive, said: “This research exposes managers who are failing to help employees reach their full potential.

“Whilst happy with the progression of their own careers, many seem to pay lip-service to the development of those around them.

“Keeping employees involved, motivated and productive is a vital part of any managerial role, and crucial to keeping the organisation on track,” she added.

Over a third of those questioned said that their organisation fell short when it came to providing day-to-day management support, establishing development goals and providing regular career interviews to aid progression.

“These findings should concern employers across the UK. By failing to align their people strategy with business goals, employers are undermining the motivation of employees and the development and growth of their organisation,” said Spellman.

“Skills shortages and productivity gaps remain high on the business agenda, yet this research shows many employers aren’t bothering to take even basic steps to get the most of out their workforce,” she added.

“Developing and supporting employees’ potential is fundamental to business success – employers must recognise and act on this now. If not, they risk employees taking their skills and experience elsewhere,” she concluded.

www.management-issues.com, July 7, 2006

The Government has rejected plans to increase the current six-hour opening limit on Sundays for big stores.

The law says that shops in England and Wales with a surface area larger than 3,000 square feet can only trade for six hours on a Sunday. This was contested by the lobby group Deregulate, led by retail chains such as Asda, Ikea and Next, which argued that the law, which dates back to 1994, was too restrictive.

Usdaw, the union that represents shop workers across the UK, said that it was “delighted” by the Government’s announcement. John Hannet, Usdaw’s general secretary, said: “Britain is the most deregulated retail environment in Europe, with 150 hours’ shopping a week. All our members want is the right to a sensible proper work/life balance and thanks to this wise decision they will be able to enjoy quality time with their loved ones on Sundays.”

The announcement has also been welcomed by the Federation of Small Businesses (FSB), which said that any relaxation of the laws would be highly damaging for small, independent retailers who are already under great financial strain.

Clive Davenport, FSB trade and industry chairman, said: “Small, independent shops offer consumers personal service, value for money and specialist products. Any relaxation of the law would have put immense pressure on many small shops already open for over 60 hours a week in a bid to compete with multiple retailers. It is great news that the Government has listened to small businesses on this issue.”

Usdaw press release, FSB press release, the Guardian, July 6, 2006

A growing number of employers are turning to the Advisory, Conciliation and Arbitration Service (ACAS) for employment relations advice, a new survey shows.

The 2006 Workplace Employment Relations Survey (WERS) revealed a 60 per cent increase in the proportion of businesses with 10 or more employees using ACAS. At the same time there was a general improvement in employers’ behaviour in relation to employment practices with more managers putting in place policies and procedures.

Rita Donaghy, ACAS Chair, said: “I am pleased that employers are recognising the inescapable fact that good employment relations are key to competitiveness and business success. Even small changes in behaviour can make a big difference quickly. It is also encouraging to see the growth in the number of employers putting formal policies and procedures in place. This is key to employment relations success.

“ACAS would like to think that there is a connection between changes in manager’s practices and the rise in use of Acas’ advice and guidance.

“It’s encouraging to find that we are making progress in our aim of being the first port of call for employers who need advice on employment issues. We hope this trend continues, but we must not be complacent. The effort must be sustained, while new challenges are coming on stream all the time, most notably the anti-age discrimination regulations, which take effect from October this year.”

Other findings from the WERS report include:

• the proportion of businesses with a formal disciplinary policy has risen from 85 to 91 per cent;
• workplaces that had grievances raised by employees have fallen from 56 per cent to 47 per cent;
• an increase in the number of firms with sexual orientation policies from 56 per cent to 70 per cent;
• businesses with age policies rose from 61 per cent to 68 per cent.

ACAS press release, July 5, 2006

Gay and lesbian workers continue to face discrimination in the workplace, the TUC has warned.

Speaking at the union’s annual lesbian, gay bisexual and transgender conference, TUC general secretary Brendan Barber said that recent advancements such as the introduction of civil partnerships and allowing gay couples similar access to pensions as married couples had afforded gay workers more protection.

But he added “Unfortunately, while the legal framework may have changed beyond recognition, we’ve yet to see a parallel shift in social attitudes.”

“For the most part we appear to live in a largely liberal, tolerant society – but scratch beneath the surface, and homophobia is alive and well.

“It’s a battle we must fight in the workplace as well as in society. And despite the lengths some employers have gone to promoting diversity and tolerance, and rooting out homophobic bigots, others simply turn a blind eye, or actively encourage a workplace culture that makes it difficult for their lesbian and gay staff to be ‘out’ at work for fear of falling victim to the office or the factory bullies,” Mr Barber continued.

“Four in ten gay employees have faced abuse at work as a result of their sexuality. And new rights on the statute book mean nothing if they don’t have an impact where they are most needed.

“Encouraging a change of attitude towards gay people at work is vital if we are to tackle homophobic abuse head on,” he added

www.management-issues.com, June 29, 2006

Two in five victims of sexual harassment are men, a new study reveals.

The survey, carried out by the Department of Trade and Industry, shows that many men feel exploited by their female managers while a quarter said they had been pestered by female clients who they felt obliged to please.

The Equal Opportunities Commission (EOC) reports that 8 per cent of calls to its sexual harassment helpline are made by men, despite research showing that male victims are less likely to complain than women.

Jenny Watson, chair of the EOC, urged employers to take male complaints just as seriously. “It affects both women and men, causing stress, health problems and financial penalties when they leave their jobs to avoid it,” she said.

The survey concluded that, although most UK employees do not fall victim to sex discrimination, a ‘sizable minority’ had suffered: 0.7 per cent of men and 1.1 per cent of women reported being sexually harassed in the past two years.

The survey also found that almost 7 per cent of workers felt they had been discriminated against in the workplace for some reason. This included grounds not currently recognised in law such as accents or social class.

Observer, June 25, 2006

Two in five victims of sexual harassment are men, a new study reveals.

The survey, carried out by the Department of Trade and Industry, shows that many men feel exploited by their female managers while a quarter said they had been pestered by female clients who they felt obliged to please.

The Equal Opportunities Commission (EOC) reports that 8 per cent of calls to its sexual harassment helpline are made by men, despite research showing that male victims are less likely to complain than women.

Jenny Watson, chair of the EOC, urged employers to take male complaints just as seriously. “It affects both women and men, causing stress, health problems and financial penalties when they leave their jobs to avoid it,” she said.

The survey concluded that, although most UK employees do not fall victim to sex discrimination, a ‘sizable minority’ had suffered: 0.7 per cent of men and 1.1 per cent of women reported being sexually harassed in the past two years.

The survey also found that almost 7 per cent of workers felt they had been discriminated against in the workplace for some reason. This included grounds not currently recognised in law such as accents or social class.

Observer, June 25, 2006

The perception of the UK labour market as the most flexible in Europe has been challenged by new research.

Historically it has been claimed that UK organisations demonstrate a much more flexible approach to working arrangements than elsewhere in Europe. According to the latest Cranfield Network survey of comparative human resource management, however, this is not necessarily the case.

The study showed that just 48 per cent of UK firms offered flexitime to their employees, compared with 90 per cent in Germany, 94 per cent in Sweden and 92 per cent in Finland. Meanwhile just 20 per cent of UK organisations offered tele-working compared with 44 per cent in Germany and Sweden, 40 per cent in Norway and 49 per cent in Denmark.

In the provision of other forms of flexible working arrangements, such as part time working and job share, UK firms were more in line with European organisations, however there was scant evidence of any UK superiority in terms of labour market flexibility.

Director of Cranfield School of Management Shaun Tyson said: “Whilst there may be more restrictive labour laws in some European countries, than in the UK, the development of flexible working time and flexibility of contract is almost universal. Some of these practices are seen by employees as part of the social contract in that they produce family friendly working conditions, as well as offering efficiency savings for employers.”

www.onrec.com, July 7, 2006

A policewoman has won £93,000 in damages from her former employers after she was forced out of her job on her return from maternity leave.

Michelle Bulter, who worked for Hertfordshire police force, claimed that she had been subjected to sex discrimination by senior police officers when they refused to allow her to work flexible hours in order to care for her baby.

When Ms Butler returned from maternity leave she was put on rotating shifts, ranging from a 7am start to an 11pm start. Watford Employment Tribunal heard that for a year she tried to transfer to day shifts so that she could organise more regular childcare. Butler claimed that each time she tried to transfer to a department that would allow more flexible hours, Inspector Nigel Dalkin blocked her attempt.

The tribunal ruled that there had been “no investigation as to whether or not Ms Butler could be accommodated.” Her repeated requests to transfer were rejected by her inspector, despite her ‘exhibiting signs of exhaustion’.

Since April 2003, the Employment Act 2002 has given parents of children aged up to six years old the right to request flexible working arrangements. Firms have a legal duty to consider such requests.

Ms Butler’s £93,000 award comprises £43,447 in compensation for past wages and two year’s future lost wages, plus interest of £2,600.

Workplacelaw.net, June 28, 2006

Plans to streamline the raft of discrimination laws to which employers are subjected are being finalised by ministers.

The Communities and Local Government Secretary, Ruth Kelly, is set to launch a review of current discrimination regulations in a bid to overcome the confusion employers say they are experiencing.

There are now seven main pieces of legislation and 70 regulations on discrimination issues prompting complaints from both employers and employees that greater simplification is needed. Ministers have acknowledged this need and have expressed their commitment to introducing a Single Equality Act to update existing legislation.

The aim of the current review is to “increase clarity and thereby the effectiveness of rights and responsibilities through streamlining discrimination laws,” ministers say.

The review forms part of a wider initiative to bring greater clarity to workplace legislation. Also on the agenda is an examination of dispute resolution regulations to reduce the number of cases reaching employment tribunals and the introduction of new guidance on maternity leave and pay.

Financial Times, June 26, 2006