Letters

first_img Previous Article Next Article Comments are closed. This week’s lettersLetter of the week ‘Irrational’ euro claim disputed In the front page news story “Labour seen as high-cost party” (5June) Shaun Tyson, professor of HR management at Cranfield, is quoted assaying, “Employers think entry to the euro would increase employmentcosts. This is irrational.” As a European HR director with employees based in seven European cities, mayI confirm what I am sure other readers with practical experience feel – thatprofessor Tyson is talking through his hat. He clearly runs the risk of givingivory towers a bad name. David Kichenside European HR director, Open Text Corporation Do not see harm test as a burden In a modern, open and trusting workplace it would be nice to think that harmtests are not required. Unfortunately there is ample evidence that manyorganisations operate in a bygone age where a job has to be done by one personworking between 8am and 6pm (I should be so lucky). I see the test as being a commitment to flexible working rather than aburden on employers. Tony Rees Via e-mail Happy to be out of the profession I think the CIPD has lost its way. It seems to make wonderful statements butforgets HR and personnel actually means “people”. I have had to takeearly retirement due to severe depression caused by work-related stress. I hadto fight my employer for my rights over a period of three years even though Iwas chronically ill and developed other medical problems due to the stress. I contacted the CIPD to alter my membership, thinking I would be able totransfer to its retirement register at a reduced membership fee. After 20-plusyears in personnel my career is not just a job, it is a never-ending learningprocess. I was very disappointed to be told by the membership department that I didnot qualify because I did not meet its mem- bership status. Not only does myemployer put me on the scrap heap but so does the CIPD. I am an affiliate member who joined in the 1980s. I have three diplomas –business studies, management studies and employ- ment law – plus 12 years’personnel experience as a manager. In view of recently published articlesregarding business and management versus personnel exper- ience andqualifications for the new personnel manager roles, I would have thought Ishould be allowed to join the retired register. Why does the CIPD think only certain levels of status are worthy of beingincluded on the retirement register? I know of FCIPD members who do not havethe CIPD qualification. What makes them so special when I have so muchpersonnel experience? HR practitioners have forgotten they are dealing with real people who shouldbe treated with dignity and respect. I am glad to be out of my profession afterexperiencing such treatment. Stefaney Raee Via e-mail Doubts over issue of references In the On Appeal section of Personnel Today (Legal, 30 May), Richard Listerprovided a timely reminder of the duty of care when providing a reference (Coxv Sun Alliance Life). But 22 May’s Employment Law Clinic opened with thestatement, “There is no legal requirement for the company to provide areference”. Really? As the same article referred to the case of Bartholomew v Hackney, Ilooked up the full law report for that case (1999, IRLR 246). It clearly statesthat the Court of Appeal held that, “An employer is under a duty of careto provide a reference which is in substance true, accurate and fair”. This is not the first time I have read advice that there is no legalobligation to provide references. This is surely unhelpful as the naturalreaction of some employers may be to decline to provide references to avoid thepitfalls as experienced in the Cox case. The Bartholomew case casts real doubt on the assertion that employers canopt out of providing references. As referred to in the Employment Law Clinic,in the case of Coote v Granada Hospitality (no 2),1999, the EAT held that itwas unlawful victimisation contrary to the Sex Discrimination Act when anemployer refused to provide a reference to an ex-employee following hersuccessful sex discrimination complaint against the company. Providing a reference is more than just a moral duty. Andrew Coley Principal personnel officer, Dudley Metropolitan Borough Council Related posts:No related photos. LettersOn 12 Jun 2001 in Personnel Todaylast_img

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