Indicator - FL Memo
Telephone: (01233) 653500. Fax: (01233) 647100 customer.services@indicator-flm.co.uk - www.indicator-flm.co.uk
Calgarth House, 39-41 Bank Street, Ashford, Kent TN23 1DQ VAT GB 726 598 394. Registered in England. Company Registration No. 3599719
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[website1] => www.indicator-flm.co.uk
[loyalty_agent] => Gemma Rump
[loyalty_phone] => (01233) 438022
[city] => Ashford
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[loyalty_time] => <strong>Contact online support for any issues relating to the use of this online solution</strong>, for example logging in, using the search facility, understanding how the resources differ, how to save content, etc. <br />
If you have a <strong>technical question</strong> about <strong>content</strong>, please contact our <strong>dedicated Helpline</strong>.<br />
Mariam, your online support, can be <strong>contacted during normal business hours</strong>:
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[street_number] => 39-41
[street_name] => Bank Street
[loyalty_mail_from] => Gemma Rump - Online support
[company_name] => Indicator - FL Memo Ltd
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Search - Tips & Advice Business Database
Despite what the papers say, many employers are still recruiting new staff; even if it’s only for a fixed-term appointment. So if you’re going through this process, what are the traps you can fall
into when drafting job ads?
The Department for Work and Pensions has banned an employer’s job ad seeking a “happy” employee. It claimed that the word “happy” is unlawful and cannot be used when recruiting. Is this true?
You’re considering reasonable adjustments with an employee who is protected by the Disability Discrimination Acts. But they’re insisting the only one that’s suitable is a permanent homeworking
arrangement! Must you agree to this?
A recruitment policy might seem like just another unnecessary piece of paperwork. But having one in place may be a sensible move. Why should you have one and what should it include?
You’re about to advertise a new job role and it would be really helpful if the post holder could drive. Is it okay to state that “all applicants must hold a full driving licence” or could such
wording be discriminatory?
A leading law firm has been left with egg on its face after a solicitor involved in an interview process asked how a female applicant would balance work with childcare. Seems like a reasonable
question, so why was he so wrong?
A public row erupted recently when it emerged that a number of independent police and crime commissioners have handed out highly-paid jobs to friends. Morals to one side, it begs the question: must a
job vacancy be advertised?
When rejecting an unsuccessful job applicant, you know not to act in a discriminatory manner. But one employer has recently come up with a novel reason to turn a potential employee down. Why could
this move be unwise?
If you employ, or are thinking of hiring, a disabled person, you must consider whether any workplace adjustments are necessary. But one thing often puzzles employers here: just how much money are
they expected to spend?
On October 5 2009 the government launched the second stage of its “Flexible New Deal”. It claims this will transform our 750,000 long-term unemployed to better meet the needs of employers. OK, but
what’s the real deal for you?