“It’s rare that any new legislation affects both employers and employees in equal measure and, inevitably, a vote to leave would call into question many employment regulations which originated from the EU and have become workplace norms. These regulations have directed the employment landscape, and employers and employees alike have voiced concerns over what position they could be left in should the UK no longer be bound by EU regulations.” (www.onrec.com, 2016)
The topic has never been so prominent in current affairs as the decision as to whether Britain remains within the EU is soon to be decided and voting is reaching a close. It would seem that based on the information coming from the polls, there isn’t a great deal in it and this decision could very much go either way.
So, Britain’s workforce are gearing themselves up for the very real possibility that legislation has the potential to have its most radical change in a significant period of time. A lot of the rules and regulations that are enforced upon Britain’s businesses are imposed by the EU. So should the vote go in favour of leaving, the UK government will have the freedom to enforce their own rules and regulations.
So how does this apply to us here at Thinking Software?
The Article goes on to discuss Working Time Regulations stating:
“The Working Time Regulations (1998) brought the European working time directive into UK law. This has long been a point of contention with many politicians campaigning for the UK to opt out. At present the working time directive influences UK weekly working hours, rest periods, paid annual leave and extra protection for night workers. It is difficult to say how each of these points would be affected in the event of a vote to leave however considering the UK’s history with these regulations, it is more than likely that they would be repealed and restructured beyond current recognition.”
For those of you not familiar with us here at Thinking Software, we have developed and support our Enterprise Time & Attendance solution, Rota Horizon.
It provides you with the perfect Workforce Management tool to accurately record and monitor employee attendance. Our solution seamlessly integrates with the majority of Access Control Manufacturers hardware, more information on those we currently integrate with can be found here.
The solution also allows you to: Electronically plan your staff rotas more efficiently, produce over 150 Time & Attendance reports, Monitor lateness, absence & break times, Calculate employee work and overtime hours as well as exporting accumulated hours to any payroll system or excel spreadsheet to match these up against the relevant pay rates.
So with reference to the article specifically, regardless of what happens in terms of Britain’s relationship with the EU, Rota Horizon can assist you in remaining compliant with any legislation enforced around working time regulations.
We are all very familiar with The Working Time Directive, legislation imposed by the EU, stating that workers have the right to opt out of exceeding an average working week of 48 hours. This is something that we are regularly assisting organisations to understand so they can manage their staff with optimum efficiency.
The article also highlights that the EU agreement takes Annual Leave into consideration as well. The calculation and management of employee absence is another significant reason why organisations look to us here at Thinking Software. Whether it’s simply assigning and managing annual leave for salary paid staff, calculating the entitlement for zero hours contract staff or understanding unauthorised absence, Rota Horizon is the comprehensive tool to assist you with this.
So which ever way you vote and however the legislation is effected, rest assured that here at Thinking Software, we are on hand to ensure you are the best possible position from a Workforce Management perspective.
So if you would like to explore Time & Attendance further then please do call us on 0800 854 471 or contact us below. Please also feel free to request a software web demonstration by clicking here and providing the details requested.
To read the article referred to please click here.