This Week's News 19.05.17
City & Guilds - the Hair Professional
City & Guilds has a long-standing relationship with the hair and beauty sector and they've been helping apprentices reach their creative potential for many years. The Hair Professional apprenticeship offer provides all the materials and digital solutions needed to sustain flexible delivery models ensuring apprentices are fully prepared for end-point assessment. See City & Guilds guidance for the Hair Professional
City & Guilds webinar
If you have missed any of the previous articles about the Hair Professional standard or if you want a recap, please follow the link below to access a City & Guilds webinar that explains it all.
Would you like to be an independent apprenticeship examiner?
If you are interested in becoming an Independent Apprenticeship Examiner, check that you meet the criteria (see page 5 of the hair professional assessment plan) and email ofni/fhn//seiriuqne with information about your skills and experience together with your contact details. These will be passed on to the Awarding Organisations which are approved for the qualification.
Hair professional standard,
Hair professional assessment plan
Protect your salon from cyber-attacks
Bank holidays: five things employers need to know
Most of the UK has eight permanent bank holidays per year: New Year's Day, Good Friday, Easter Monday, May Day, Spring Bank Holiday, Late Summer, Christmas Day and Boxing Day. However, Scotland has omissions and additions and Northern Ireland has two extra public holidays in relation to the bank holidays taken in England and Wales.
Here are five things employers really should know:
- There is no statutory right for employees to take bank holidays off work. Any right to time off depends on the terms of the employee's contract of employment.
- When an employee works on a bank holiday, there is no statutory right to extra pay - for example 'time and a half' or double pay. Any right to extra pay depends on the terms of the employee's contract of employment.
- A part-time worker has the right not to be treated less favourably than a comparable full-time worker. This includes entitlement to bank holidays. The best practice - and safest - approach to part-time employees is to give them a pro-rated allowance of paid bank holidays, irrespective of whether or not they normally work on the days on which bank holidays fall.
- If an employee is required to work on bank holidays under the terms of their employment contract, the employee cannot refuse to work, even for religious reasons. However, employers should be aware that a refusal to grant Christian employees time off for any of the bank holidays with religious significance could amount to indirect religious discrimination if it places them at a particular disadvantage when compared with employees of other faiths, or non-religious employees.
- If employers have worded contracts to say that employees are entitled to 'statutory entitlement plus bank holidays, this no longer denotes 20 days' leave plus eight bank holidays. Following the increase in statutory minimum leave from four to 5.6 weeks in 2009, this wording grants 28 days' holiday with eight bank holidays on top.
FREE Webinar: Shining a light on the opportunities of end-point assessment
Tuesday 30th May 2017 1:30 PM - 2:30 PM
City & Guilds is alreadyrecognised to deliver end-point assessment for 17 occupations and more will follow. We work with training providers and colleges to help them understand and make the most of the new way of working.
Join this webinar to hear about the opportunities and the challenges foremployers, providers and end assessment organisations.
The session will cover:
- Why end-point assessment is important
- Decisions you will need to make as a provider
- Assessment plans and delivery
- Quality and measurement
- Cost and funding bands
- What City & Guilds will look for in partners to meet demand going forward
Can't make it? Register anyway so you be sent the recording.
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