Employee arrested after payroll theft
UK supermarket giant, Morrisons have hit the headlines over the last week after it was discovered that payroll data belonging to over 100,000 of its 131,000 strong workforce had been stolen by a member of staff.
The information which includes bank details was published online and sent on a disc to a UK newspaper.
The supermarket has confirmed that the information has been removed from the internet and also that no customer details had been accessed by the thief. They’ve also reassured the affected employees that they will not be “financially disadvantaged” as a result of the crime.
The case highlights the risks employers face with regards to confidential information being leaked. It emphasises the need for employers to take proactive steps in protecting their data. It may not be possible for every employer to implement complex data security systems, but at a minimum, employers need to have confidentiality policies in place that prohibit employees from disclosing confidential data. Internet, email, social media and telecommunication policies will also clarify what is expected behaviour for employees across these mediums. Having robust policies in place will enable employers to take appropriate action where inappropriate behaviour occurs.
See also our blog “What to do if you suspect an employee of stealing”.
Bright Contracts - Employment Contracts and Handbooks
Have we caught up with pay equality?
The gender pay gap is still very much a controversial issue right across Europe.
Recent research by the European Commission revealed that on average across Europe women’s earnings are 16.4% below those of men. According to the statistics, gender pay differences are highest in Estonia at 30%, Slovenia leads the table with only 2.5% and Ireland is placed in 10th position with 14.4%, ahead of countries such as the UK, Germany and France.
In terms of sector, the gender pay gap is generally higher in the financial and insurance sector. In Ireland pay inequality raises to 20.6% in business economy workplaces.
The gender pay gap for those under 25 years of age is lowest in almost all European countries, and gradually increases as women get older. Reflecting the fact that, women’s family responsibilities do contribute to inequality figures. This would suggest that greater flexibility around sharing of parental leave between both the mother and father would be beneficial.
However, responsibility does also lie with employers; employers have an obligation to ensure that where men and women are performing the same or similar duties, then they are entitled to be paid the same rate. Where this is found not to be the case, employers could find themselves defending an Equality Tribunal claim, as was the case for an Garda Siochana in 2012 when clerical staff successfully brought a case of unequal pay treatment in which the Garda where ordered to close a pay gap of €9,000 per year.
Last Saturday 8th March was International Women’s Day. The day celebrates the social, political and economic achievements of women while focusing world attention on areas requiring further action. Considering these result, it is fair to say that equal pay is an area where further action is required.
European Gender Pay Gap by Country
Bright Contracts - Employment Contracts and Handbooks
Employee unfairly dismissed for improper Internet use - €7,000 Award
On 17th December 2013, the Employment Appeals Tribunal in Mullingar heard a claim that an employee had been unfairly dismissed by her employer for improper internet use. The employee was employed as a Marketing Assistant in the wholesale electrical company from 1st November 2010. For the first year, the employee worked a 3 day week as she was completing a graphic design course. From the 1st November 2011 the employee began working a 5 day week
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At the hearing the Managing Director claimed that both he and the Office Manager had warned the employee on a number of occasions about her non-work related internet use. The Managing Director claimed the warnings were of a verbal nature. The Managing Director said that on 16th January 2012 he witnessed the employee on a social media site and he called her to his office before proceeding to dismiss her from her employment with the Company.
The Company did not have a formal internet use/social media policy in place while the employee was employed. It also became apparent that the employee did not receive a contract of employment nor did she receive a copy of the Company’s disciplinary procedures.
The employee stated that she completed all work that was assigned to her and that she regularly requested more work to do during her working hours but was not provided with enough work to take up all her working hours. The employee explained that, if she was aware of the company’s policy around internet use/social media then she would have abided by it.
The Tribunal found that there was no gross misconduct on the part of the employee; the Tribunal found that the employee was Unfairly Dismissed and awarded her €7,000 in compensation under the Unfair Dismissals Acts 1977 to 2007.
Bright Contracts - Employment Contracts and Handbooks
How to Roll out Contracts & Handbooks to Existing Staff
Introducing a contract of employment or a handbook for the first time to current employees, can be a difficult, tricky matter for many employers.
It is an area that many employers put on the long finger, or avoid doing until they have to.
Common reasons for not implementing employee documentation include:
• Lack of time
• Fear that employees will refute the terms of the documents and refuse to sign
• Anxiety that documentation will harm the relationship between management and staff, if the employees feel a new set of rules are being entrust upon then
• A false belief that it will restrict how management deal with employees
However, this does not have to be the case. It is possible to introduce new documentation without spending huge amounts of time, alienating your work force, or causing disruption.
The answer lies in good communications.
To help employers introduce employee documentation, we’ve created a short video outlining our four step guide to rolling out contracts and handbooks.
Alternatively, read our guide to Introducing Contracts & Handbooks to Existing Staff available here http://www.brightcontracts.ie/docs/introducing-contracts-handbooks-to-existing-staff/
Bright Contracts - Employment Contracts and Handbooks
