Am I liable for my employees’ in-car mobile phone use?
The Department for Transport website THINK! Road Safety makes the rules clear:
“It is an offence to cause or permit the use of a hand-held mobile phone when driving. It is also an offence to cause or permit a driver not to have proper control of a vehicle.”
Source - www.thinkroadsafety.gov.uk/campaigns/mobilephones.htm
Research by YouGov for communications company Jabra suggests one in three small to medium sized companies do not have a clear policy on mobile phone use. Under the new regulations, this lack of clarity from employers could leave them open to prosecution.
More info: Set up employment policies for your business
What motivates staff?
Recent surveys suggest job satisfaction and a challenge are key motivating factors for employees.
A survey carried out by recruitment specialist Brook Street found 16 per cent of respondents are motivated by a challenge, 37 per cent by job satisfaction. In the IT industry, a major study by ComputerWeekly.com also found it’s “not how much they earn, but how challenging their job is that counts”.
The Business Link guide “Lead and motivate your staff” argues that whilst job satisfaction depends partly on tangible reward, company culture is equally important.
More info: Lead and motivate your staff
What’s the difference between a contract and a written statement of employment?
Contracts of employment are legally binding whether they are written, oral or implied. Written contracts are often prepared following an oral agreement to avoid the potential for subsequent dispute.
A written statement of employment is not a contract, but can be used as evidence of an employee’s terms in the case of dispute or grievance. Employers are usually required to give employees a written statement of employment within 2 months.
More info:
Interactive tool - Create a written statement of employment for your workers
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