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As you are supplying us your CV in the pursuit of a job we hold your CV for this purpose, which will include work on your behalf to find you the right job. We will hold your information for up to 6 years as we know that our candidates usually change jobs within that timeframe and that gives us the opportunity to advise you when suitable roles become available.

Our legal basis for this processing is something called Legitimate Interest, which means we believe you would be expecting to hear from us when we have relevant job opportunities to discuss with you. This is always done as a very personal, handpicked service. You always have the chance to request we delete your details. You can do this, and request any other information on how we process your data, by emailing: info@theindustryclub.co.uk.

Whilst we are pursuing a specific job role for you we will need to take some identity information, such as your passport details and other possible ID details. We do this in accordance with requirements placed on us by our clients to validate your identity and ensure your right to work. We will obtain your consent for this processing at the time we collect it.

If you would prefer we did not hold your details on record, further to a submission of your CV for a specific job, then please email us at info@theindustryclub.co.uk.

If you are intending on being engaged through a limited company, be it a personal service or umbrella company, then we provide this privacy information as matter of reference for you. Our basis for ongoing processing will be the contract between us and that company. You will need to ensure, independently, that you are comfortable with how your personal data will be processed as an employee of that personal service or umbrella company.

For full information of how we keep your personal data secure and on your rights, please review our comprehensive privacy notice, which is available here:
https://theindustryclub.co.uk/privacy/

Please note, that for the purposes of the General Data Protection Regulation, The Industry Club will be the data controller. The Industry Club is a trading name of The Work Club London Limited (Company number 07481831).

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Prioritising people: your options as an employer

By Jo Petroccia     

Bring your employees into the problem; make them part of the solution’

That was the message from Kate Palka of The Legal Director at the webinar, Prioritising people: your options as employer, hosted by The Industry Club on 14 July.

Throughout the webinar, the first of two Back in Business events for owners, MDs and CEOs of creative comms SMEs, Kate discussed alternatives to making redundancies as the Coronavirus Job Retention Scheme enters its ‘flexible’ (ie tapering) phase.

Between now and 31 October, the government will gradually wind down the furlough scheme. When it ends, many employers will, for the first time since March, have to pay their employees’ salaries in full again.

For some this won’t be possible, and they’ll inevitably contemplate redundancies. However, as Kate explained, there are alternatives that are well worth exploring before taking that step. And remember too, the government will pay businesses a one-off bonus of £1,000 for every furloughed employee they retain up to 31 January 2021.

Where a reduction in headcount is necessary, Kate set out a range of options and their legal implications. These included:

· withdrawing job offers

· deferring start dates for new joiners

· secondments for employees

· redeployment and retraining

· early retirement / shadow redundancies.

Another way to cut people costs is through temporary stoppages. Options here range from sabbaticals, unpaid leave and layoffs to overtime bans and reducing workers’ contracted hours.

Employees may also be open to the option to continuing to enjoy the work/life and financial benefits of working from home in return for a salary cut.

Meanwhile options such as reducing your business’s outlay on benefits, bonuses and enhanced pension contributions and optimising expenses policies could go a long way to avoid making job losses.

In all cases, Kate stressed the importance of bringing employees into the discussions around the financial health of the business. If you demonstrate how their flexibility will benefit the company, they will be more inclined to support your measures.

Many of these measures will call for changes to a worker’s employment contract, a subject Kate expanded on in the webinar.

If, having explored all these avenues, redundancies are unavoidable, Kate’s advice is to plan the whole process in advance.

Again, be open and frank with your employees and set out clearly why redundancies are absolutely necessary. Similarly, be open with people about which roles (not individuals) are affected and how you will select the people to be made redundant or, if appropriate, offered a voluntary redundancy package.

Kate concluded the webinar with an overview of the legalities of making redundancies during the flexible furlough scheme. Watch the webinar in full here.