Tag Archives: TUPE Regulations

Christopher Place Shopping Centre places trust in combined security and cleaning service provider Axis Group

Christopher Place Shopping Centre in the heart of St Albans in Hertfordshire is taking a new approach to security and cleaning by integrating these services and awarding the total contract to Axis Group. The new approach aims to simplify the management of the two services and, by working with the right provider, add a more meaningful layer of support for the key people delivering the important services on site.

In her role as Christopher Place Shopping Centre manager, Catherine Morris is determined to derive the best output from her service partners. As such, it’s hugely important that her management team and the those working on the front line always feel supported.

“Previously, we had two providers,” explained Morris, “which kept cleaning and security separate. When both were under-performing, I took this as an opportunity to see what else was out there and how we could take advantage of having one partner.”

Axis Security and Axis Cleaning and Support Services have been awarded the combined contract to look after the security and cleaning services at the location which is managed by building consultancy and property management company Workman.

ChristopherPlaceShoppingCentre

Professionalism and knowledge

Axis already enjoyed an established reputation among other Workman centre managers:  Morris said: “I was listening to their feedback and included Axis on the invitation to tender. They have demonstrated their professionalism and knowledge from the very beginning, and I’ve been impressed with their attention to detail. I have a small team so the additional support that the security and cleaning staff receive from Axis is crucial. The Group takes my requests seriously and take the management of my staff seriously as well.”

Morris described the handover process and employee TUPE as having been a very straightforward process. “It went so smoothly you wouldn’t know it was happening. Axis’ operations teams gave the employees the utmost support during the transfer process. Not only did all the staff receive a pay increase, but they are also now benefiting from an attractive package of additional benefits from Axis.”

Jonathan Levine, Axis Group CEO, asserted that the Group has extensive experience of delivering combined services to the leisure sector and is ideally placed to support Christopher Place Shopping Centre. “Our management and operations teams understand this type of environment and the high standards that need to be delivered to support the management team and the important front line staff. We are delighted to be working with Catherine and her teams at Christopher Place, and look forward to delivering a high level of customer service in all areas.”

Support from additional staff

Axis is going to be supporting Christopher Place Shopping Centre with additional staff to help out during busy periods, and especially so in the lead-up to Christmas which brings with it a schedule of events. Going forward, Axis will also be able to provide the employees with additional training when required.

Christopher Place Shopping Centre is an open pedestrian mall offering shops and restaurants to St Albans’ residents and visitors. It operates on a significantly large site spanning 169,000 square foot. The cleaning and security teams are responsible for the entire site including the mall itself, the loading bays, service corridors, lift lobbies, the car park and shops located along the site’s periphery.

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Improved TUPE Regulations come into force

Improvements to make the process of transferring business ownership fairer and more effective have come into force today, Friday 31 January 2014.

Changes have been made to the Transfer of Undertakings (Protection of Employment) Regulations (TUPE), which protect the employment Terms and Conditions of employees who are transferred from one organisation to another.

The regulations have been improved to make sure both employers and staff are treated fairly when a transfer takes place.

Under the new regulations:

• Businesses will now be able to renegotiate Terms and Conditions in collective agreements one year after a transfer has taken place, provided that the overall change is no less favourable
• Micro businesses will be able to inform and consult employees directly when there are no existing appropriate representatives. Under existing TUPE Regulations businesses usually have to inform, and sometimes also consult, employee representatives such as Trade Union representatives. For micro businesses with ten or fewer employees there are often no representatives which means that they have to be specifically elected for this purpose. This change will make this process much less bureaucratic
• The new employer will be able to engage in pre-redundancy consultation with employees with the consent of the old employer
• Contractual changes will be permitted for economic, technical or organisational reasons with the agreement of the employee and/or where a contractual right of variation exists

Employment relations minister Jenny Willott

Employment relations minister Jenny Willott

Clarifying the existing law

The new regulations also clarify the existing law in a number of areas.

In cases where employees’ Terms and conditions are provided for in collective agreements, only the Terms and Conditions in the collective agreements that are in place before the date of transfer will apply. Any future changes will not bind the new employer unless it has taken part in the bargaining process that brought about the changes.

The test for service provision changes will make clear that activities carried out after the change in provider must be fundamentally the same as those carried out by the previous person who has ceased to carry them out. This means that if businesses radically change the way they provide services, that change is unlikely to be subject to the TUPE Regulations.

Employment relations minister Jenny Willott said: “When a business is transferred from one company to another we want to make sure that TUPE continues to provide appropriate levels of employee protection while also making the process as smooth as possible for the businesses involved.”

Willott added: “Making these changes will give businesses more clarity about conducting transfers and provide them with the tools to create new opportunities in the UK labour market while protecting fairness for all.”

The TUPE Regulations are amended by the Collective Redundancies and Transfer of Undertakings (Protection of Employment) (Amendment) Regulations 2014, which come into force on 31 January 2014. These amendments do not extend to Northern Ireland and will apply in respect of transfers which take place on or after 31 January 2014.

The changes to the TUPE Regulations form part of the Employment Law Review, started by BIS in 2010 and ending in 2015. The review is looking at all employment laws to make sure they offer maximum flexibility for employers and employees. This should encourage employers to take on more staff, in turn supporting enterprise and growth.

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