19th April 2010, 08:58 PM
well ther you have it... its back to the standards maintained by teh council again.. with the threat of litigation for lost work etc.. based on the say so of the council adviser.
With the IfA you would have to be an RO and open yourself up to scrutiny... with BAJR the criteria is based on ok till I find out different. (that said, only two or three groups have actually found themselves in that position) recourse is always open to private dialogue.... I am always open... always available to talk to... its really up to the company to decide whether it wants to talk.. or whether it feels somehow wronged and won't talk, imbuing its version of events to staff.. a victim of unfairness and woe. For me.. its usually simple... did the company meet these simple criteria YES or NO
With the IfA you would have to be an RO and open yourself up to scrutiny... with BAJR the criteria is based on ok till I find out different. (that said, only two or three groups have actually found themselves in that position) recourse is always open to private dialogue.... I am always open... always available to talk to... its really up to the company to decide whether it wants to talk.. or whether it feels somehow wronged and won't talk, imbuing its version of events to staff.. a victim of unfairness and woe. For me.. its usually simple... did the company meet these simple criteria YES or NO
Quote:in keeping with the IfA Codes and Conducts that BAJR not only recommends as a standard, but upholds as a supporter of the IfA. If you have a problem with either a company that advertises (they are in breach of H&S or Pay Levels or Employment Entitlements) then please get in touch and we can try to negotiate an amicable solution.