The Business Loan and Coventry Review Act 1989, which came into force on 1st October last year, was supposedly set up to protect the interests of employees of smaller companies in Coventry. This Act does say anything about the employer being liable for debts of an employee – it is simply there to give workers some protection. For example, it is not unlawful for an employer to lend money to an employee, as long as that money is not used for the employee's own gain (that is, the employee's gain will not exceed the amount which has been lent). Nor is it unlawful for an employer to refuse to pay an employee a loan if the employee has behaved dishonestly or fraudulently.
However, this Act also states that an employer can be held guilty of negligence in failing to ensure that employees who work for them are paid their weekly earnings and are not sent on annual leave. Thus, an employer can be held responsible for the loss of annual leave plus any bonus due under the employment agreement. It can be said that this Act, like the Fair Trading Act, protects employees who have been poorly paid or are suffering unfairly. However, this Act has not prevented employers from discriminating against employees for reasons of age, sex, race or disability. This Act does not apply in any circumstances where the employer has used force, violence or other such means to get an employee to comply with his instructions.
The business loan and Coventry Review Act also affect those employers who employ people via remote working. Under sections 4(b) and 5(b), an employee may only be employed in a business for which they are remunerated by and through the agency of their employer. Thus, where the employer employs workers via remote working, they may not be able to get under the weekly income limit for workers' compensation. Likewise, section 5(c) bars employees from being employed in companies that have less than a half share of the national workforce. Although these laws do not apply directly to Coventry, they may affect employees who travel to the city for work (such as IT contractors).
There is also the Disability Discrimination Act that applies to those employees who have a physical or mental impairment that substantially limits their ability to work. It makes it illegal for an employer to discriminate against employees because of this impairment. The purpose of the lockout legislation is to protect employees who are temporarily out of work for whatever reason. For example, if an employee is away on sick leave, the employer must allow him or her to return to work once the leave period has expired.
It should be noted that the above laws do not apply where the employee is required to stay away from home in order to perform his duties. In that case, the employer may consider his or her annual leave to be continuous work and can thus dismiss the claim. A similar situation applies where the employee requires specialized equipment or services to perform his job. Again, this would allow dismissal if it were determined that the equipment or service was needed for the performance of the duties required of the person.
There are several remote working opportunities available today. Some companies hire telecommuters who travel from home or from another location to the workplace. There are also many companies who offer telecommuting to employees. However, the majority of employers opt for telecommuting employees to allow flexibility in terms of working hours as well as benefits and wages. Telecommuting employees are able to take advantage of various programs such as Paid Time . . . . . . Off, Health Care, Business Loan and Covid Loan. Employers who employ telecommuters have access to numerous business finance and business loan options.
Remote working employees can also benefit from a Business Loan and Covid Plan. This plan enables employers to save on the costs associated with the retrenchment process. In some cases, employers use a Business Loan and Covid Plan to restructure existing contracts between themselves and employees. In other instances, companies use these plans to allow new employees to take immediate ownership of the company upon their employment.
A Business Loan and Covid Plan provide a number of advantages to employers including: no annual leave expenses, no security costs associated with cash payouts, no legal costs and no capital expenses. An employee can also take advantage of a Business Loan and Covid Plan by taking advantage of the first day of employment. Once an employee begins work, they will be entitled to a one-day rolling blackout period at their expense. During this time, all cash payouts will be halted until the employee takes effect of the rollover into an alternative account, usually their savings or checking account. This process provides employers with the peace of mind of knowing that their employees will be aware of the process of the retrenchment process as well as the steps involved in accessing their accounts.