New factors in job evaluation

Article Abstract:

Job evaluation is intended to create a hierarchy of jobs so that rational pay structures can be developed and maintained. The abilities job-holders are not considered in job evaluation, nor is it concerned directly with pay levels (although a basis for comparing pay and benefits may be provided by job evaluation techniques). The time required for job evaluation means the benefits to the organization must be significant, and the methodology used must be the best for the company. The British Equal Pay Act's equal value amendment means that any woman can claim equal pay with any man, if she believes the work of both are equal in terms of effort, skill, and decision-making. This and two other recent factors affecting job evaluation are described: the changing nature of jobs and the increasing balance across hierarchical and occupational boundaries.

Compensation management, Wages, Wages and salaries, Job analysis, Job evaluation

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Flexible contracts for flexible times

Article Abstract:

British managers have taken an aggressive stance in their dealings with employees. They hope to increase productivity while maintaining or reducing costs, but full-scale union-bashing is not an accepted practice in Great Britain. The rights of employees must be considered by managers. The legal problems accompanying management-initiated changes designed to increase employee flexibility and how they can be avoided are described. Nontraditional work relationships are evolving as managers attempt innovative approaches to personnel management problems. The single-employer, full-time worker is slowly evolving into a more self-employed worker. This gives more freedom to workers and allows employers to save on employee overhead.

Shift work, Flexible work hours, Flexible hours

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Statutory maternity pay: a not so immaculate conception

Article Abstract:

Great Britain's Department of Health and Social Security initiated a Statutory Maternity Pay plan which became effective Apr 6, 1987. Basic rules are described in the 1986 Social Security Act. Eligibility, continuous employment, medical documentation, record-keeping, and other issues are described. An offsetting rule will be available for employers who offer maternity pay arrangements that are more generous than those required by statute.

Social aspects, Maternal and infant welfare, Infant welfare, Maternal welfare, United Kingdom. Department of Health, Maternity benefits

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