Uber’s Challenging September

Uber are getting that message from all directions, and it’s made September a challenging month for them. The transport company turned over $20 billion in 2016, but its dramatic growth has been threatened by Transport for London’s decision to revoke its London licence.

Most of us who’ve lived and worked in London over the past five years will know people who believe Uber has made their lives safer, offering a secure journey home when there were limited alternatives available. Thousands of Londoners have signed petitions in support of Uber this month for that exact reason. The other side of that argument is the accusation of sex discrimination by a female driver that’s hit the headlines this week. The driver claims that Uber is putting her and other women at risk, arguing that drivers don’t know a passenger’s destination until they are in the car, and if the journey is to a remote or unsafe area the driver has no option to cancel the journey. If passengers behave aggressively in the car, the driver can’t ask them to leave without risking a complaint and a low customer rating that could jeopardise their chances of future work.

To compound matters, Uber is appealing a legal ruling that its drivers should be considered workers rather than self-employed independent contractors. The appeal takes place today, and will go a long way to deciding whether drivers should be entitled to benefits such as sick pay and the minimum wage.

Critics argue that Uber’s policies offer insufficient protection to female drivers, and insufficient rights to all drivers. The company has countered with a survey that suggests most drivers enjoy working for them, and CEO Dara Khosrowshahi has now gone further, writing […]

The Clock Is Ticking

There are some things the great British public has come to rely on.

– Our football teams will lose penalty shoot-outs
– Our favourite TV soap characters will end up being played by at least two different actors
– Every fifteen minutes, the chimes of Big Ben will remind us of the time

Not any more.

Next Monday, August 21st, Big Ben will fall silent. London’s most famous monument is in need of renovation. It’s a big job, and Monday’s noon chimes will be the last we hear until 2021. It’ll be by far the longest silence since its opening 158 summers ago, and it’s a reminder of how much our lives have changed during that time. On July 11th 1859 Big Ben’s first chimes rang out to a world that had just seen Oregon admitted as the 33rd US State, and Charles Darwin was still four months away from publishing his Origin of Species. So when Big Ben first sounded, we knew nothing of the theory of evolution. Today we see examples of evolution in all areas of our lives.

The rights of individuals have certainly evolved over the past century and a half, and advances in technology raise issues that would have been unimaginable until recently.

GDPR requires companies to gain specific, informed consent for use of employee data, and it gives individuals the right to withdraw that consent at any time. Jane software gives your people responsibility for maintaining their own employee records and keeps you 100% informed of any changes they make. What does that add up to?

Evolution can be a bumpy ride, and companies that don’t adapt to this new law will fall by the wayside. At Jane Systems we believe in being […]

Age Of Consent

Human resources professionals across all sectors are preparing for a new set of rules in respect of data storage, communication and consent. At a time when Britain’s role in Europe is far from certain, GDPR is a unifying data protection law.
It promises to:
– Increase privacy rights for individuals
– Strengthen the obligations of companies
– Increase the penalties for non-compliance.

The third point is attracting particular attention. DP regulators will have the powers to impose fines of up to €20,000,000 or 4% of total worldwide annual turnover. They will also be able to impose a ban on processing data transfers and, where they see fit, impose criminal sanctions.

Individual countries will be permitted to implement more specific regulations on processing of HR-related personal data, so rules may be amended from country to country and Britain’s HR professionals will no doubt be following national legal developments. But certain key provisions are already clear.

GDPR requires employees to give unambiguous consent for data collection and use. And that consent must be given specifically, and on an informed basis.

Employers will have to provide a detailed account of how and why they process HR-related personal data. Their staff will have a right of access to that data and a right to have inaccuracies corrected. It’s worth noting that these rights already exist and have been strengthened by GDPR. And it’s also worth noting that Britain’s HR professionals are already admirably focused on protecting the best interests of their colleagues.

We see our HR partners working hard to enhance employee training, development, job satisfaction and wellness, and we’re proud to help them do it with tailored software that makes their lives easier and more productive.

We’ve succeeded by listening to our clients and consistently finding better […]

By |August 8th, 2017|Compliance, Employment Law|Comments Off on Age Of Consent|

Jane Systems: Your GDPR Compliance Partner

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By |August 8th, 2017|Compliance, Innovation, Partnership, Video|Comments Off on Jane Systems: Your GDPR Compliance Partner|