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Od kilku miesięcy w rządzie brytyjskim toczą się dyskusje na temat zryczałtowania emerytur. Przewiduje się, że stała weekly rate of pension will be about £ 155th It will replace the current method of calculation based on earnings.

new system will not cover people who have already retired, it will take effect from 2015 or 2016. Currently pensioners receive £ 97.65 a week state pension, and those who should be a pension supplement £ 132.60 week. After zryczałtowaniu, the rate would be £ 140, as a result of inflation will give us £ 155th

"The new generation of retirees is faced with a completely different reality" - admitted Steve Webb, Minister of Social Affairs and Pensions. "They will work for much longer, their retirement period will be longer and generally do not receive benefits based on earnings, just like their parents. We therefore need a much simpler and clearer rules, as a growing number of future retirees will be forced to save funds on account of their future retirement "- he added the minister.

Social Security Minister Ian Duncan-Smith announced that in 2020 the retirement age for both men and women will increase to 66 years - the law of the Union European Union, require the same threshold age for both sexes.

Formal confirmation of the plan forfaitisation retirement took place on March 23 this year. along with the announcement of the budget of the Ministry of the Treasury, George Osborne in 2011, the Minister pointed out that the flat rate pension will concern future retirees, not the millions of members present. government's aim is to simplify the pension system. planned reform will necessarily destroy the second pillar state pension (state second pension ), although so far the second pillar contributions paid before the change will continue to be recognized.

Under the current system based on revenues, couples with a national minimum wage receive a pension allowance £ 202.40 per week (£ 132.60 for single people). Patrick Bloomfield, an expert retirement benefits with HYMANS Robertson said: "The main reason for the introduction of the new system there are errors in the verification of a person's actual earnings in the current system. Therefore, the benefits do not reach those who really need them. In addition, the current system discouraged a generation of people to save for their future, giving them to understand that the money saved to replace benefits that are set to have received from the state. "

Changing the system would be beneficial, because it does not allow, for example, to such situations, have taken place so far, namely, more than half a million pensioners do not receive the retirement allowance due to them, simply because it did not submit a proposal. It is doubtful, however, that the benefits achieved by the flat-rate pension, compensated for the alleged injustice and lack of distinction between richer and poorer sections of society.

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Poles most attractive nation in Europe!

According to the European survey by the Guardian Poles are the most handsome people in Europe. Should organize a beauty contest Eurovision zajęlibyśmy first place.

survey was conducted among 5,000 people from five countries: Poland, United Kingdom, Germany, Spain and France. However, the results do not represent what others think of us, but what every nation thinks about itself. And so, 57% of Poles felt that we were the most attractive nation in Europe. Ranked right behind us in English - 41% believe that they are najpiękniejsi. The British are a large minority, but 14% of respondents are confident about their looks.

forefront What else? Well, many Poles are proud to announce that as a nation we have a "strong mind," so I answered 61% of surveyed Poles. In this area is not on our strengths, we left the rest of Europe far behind: in second place tie Germany and the UK at 15%, followed by Spain and France with 14% of some of their resistance to alcohol.

In the category of cooking, we are quite confident. After all, a strong 70% of respondents believing that Polish cuisine is the best in Europe has brought us only a third place, after Spain (87%) and France (80%). Britons spoke modestly about his kitchen. Despite such popular and respected chefs like Jamie Oliver and Gordon Ramsay seed among his compatriots the love of British cuisine, only 23% of the population is of the opinion that Britain is known for its good cuisine.

Did the Germans are the best driver? Perhaps the success of Sebastian Vettel in the Formula 1 Grand Prix meant that 34% of thousands of Germans surveyed considered the best drivers in Europe. Germany ranked as the British, Less than 1 / 3 of society thinks that they are the best on the road. Poles modestly this time, only 17% of respondents voted for himself.

Which European nation is the most environmentally friendly? Spaniards. At least we think so interested. The vast majority - 66% - believes that human beings are najserdeczniejszymi among Europeans. For the Spaniards are the nicest people ... note note ... Poles! 35% of thousands of Poles surveyed felt that our hospitality and friendliness is the best in Europe. Less confident of their warmth are the British (23%) Germany (21%) and France (only 13%).

It seems that the poll did not reflect only that, what kind we really are, but most of all how we perceive ourselves. This does not mean that the results are not reliable. On the contrary, they show that the phenomenon zakompleksionego Pole is out of date - we are increasingly confident and its value in comparison with other nations. Could the fact that increasingly we live among other nations has opened our eyes and let decenić themselves?

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Can an employer to spy on an employee?

In the U.S. there have been several cases when the company hired private investigators to spy on their employees who are on sick leave. American courts allow such situations to make surveillance of workers where there is reasonable suspicion that an employee violates or breach of contract of employment. Do you spy an employee is also permitted in the UK?

Under British law, to observe an employee without his knowledge outside of work is a violation of his privacy, so that he may sue the employer to court. If the information obtained by covert surveillance were the main cause of dismissal the employee, the exemption is deemed to be unfounded. Moreover, if an employee discovers that he was secretly watched, he may be released from work citing compel the dismissal (constructive dismissal ). The basis for terminating the contract will be in this situation, violation of the duty of trust to the employee.

While every case of clandestine observation of the employee depends on the facts, there are a few rules of general application.

First, all surveillance must have adequate and reasonable justification. An example might be a suspicion that the employee grossly violated the conditions of the contract or his duties did not come to work without proper explanation or threatening public health and safety (eg, a bus driver goes to the pub before working the night shift).

Secondly, the employer must have adequate grounds for suspecting an employee. Believe that the employee "up to something 'or suspicions drawn from occupational rumors are not a sufficient justification for the invasion of privacy the employee, even if these speculations turn out to be correct. Thus, prior disciplinary action, employers should carry out appropriate investigations and give the employee a chance to respond to the allegations. Only in this way they will avoid accusations of unjust dismissal.

Thirdly, the employer must make sure that an employee surveillance is absolutely necessary to achieve desirable, but reasonable goals. In addition, employers have a duty to take action initially less intrusive in the privacy of the employee (eg, see documents or observation in the workplace). Fourthly, the degree of the observations should be proportionate to the desired objective of making the reservation. For example, surveillance of employee's family is not a proportionate measure. Fifthly, it is recommended that in exceptional cases, employers warned employees about the possibility of their observation. Indication of whether surveillance can also be found in the Code of Conduct disciplinary company.

On McGowan v Scottish Water , Employment Appeals Tribunal ( Employment Appeal Tribunal) ruled that the shooting suspect's home worker for falsifying inspection card was justified, although it violated his privacy . Mr. McGowan lived in the quarters for the workers at water treatment plants, over which supervised. Scottish Water's steering felt that McGowan did not Watches at the station as often as stated in their control cards. They hired private investigators, and therefore the kryjomu nagrywali dom Pana McGowana z zewnątrz. Zarówno Sąd Pracy jak i Sąd Apelacyjny ds. Zatrudnienia uznał, iż obserwacja pracownika była uzasadniona i proporcjonalna, pomimo faktu, iż zainstalowane kamery nagrywały również pogrzeb ojca Pana McGowana, który zmarł w czasie, gdy jego syn był obserwowany.

Podobnie w sprawie McCann przeciwko Clydebank College , półetatowy pracownik był filmowany bez jego wiedzy. Pracodawca podejrzewał, iż pracownik naruszył warunki umowy pracując w innym zakładzie będąc jednocześnie na zwolnieniu lekarskim. Clydebank College hired private investigators who filmed both the home and workshop of Mr. McCann, where he allegedly worked. Recording of the workshop confirmed their suspicion (the recording of the house was not taken into account), and therefore MacCann was released. Employment Appeals Tribunal ruled that in this situation, observation of the employee was proportional to the achieved goal. However, the court also found that the measures taken by the employer would not be lawful if it posunąłby further.

In contrast to the above examples, labor courts are reluctant to consider the evidence as a result of observation of the employee. For example, on Barret v London Underground, the court found the employee for unfair dismissal when the employer has recorded Berreta Lord, when he was playing squash while on sick leave due to injury the ankle. Barrett won the case by proving that his general practitioner advised him to play sport, to accelerate convalescence. The employee received £ 10 000 compensation.

In summary, employers, employees suspected of breach of contract, you should not perform surveillance bez ich wiedzy, a jeśli w wyniku tych obserwacji pracownik zostanie zwolniony, sąd może uznać, iż zwolnienie to było bezpodstawne.