Screenshot of the first #MeToo tweet

What incident started the MeToo movement?

The #MeToo movement started off with a simple tweet on Sunday night, October 15th 2017, by activist and actress Alyssa Milano. Lying in bed next to her daughter, she saw a post by a friend online saying, “If all the women who have been sexually harassed or assaulted wrote ‘Me too’ as a status, we might give people a sense of the magnitude of the problem”. No one could have predicted the light a single match in the dark would create when Mrs. Milano tweeted it. By the time she awoke Monday morning the tweet had garnered over 30,000 replies and by Monday evening it had surpassed 53,000 comments, including stories from other celebrities, women and men alike. 

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Two companies were recently fined for failing to properly manage their duties relating to the disposal of asbestos. A property management firm and an asbestos surveying company were fined a total of £13,200 because they conducted an inadequate demolition survey prior to a major construction project.

Home Inspectors Southern Limited failed to identify asbestos cement and asbestos insulating board containing Chrysotile and Amosite asbestos. An investigation by the Health and Safety Executive (HSE) uncovered that the surveyor had no training in asbestos surveying, or any previous work experience with a qualified contractor. Home Inspectors Southern also incorrectly claimed that a non-licensed contractor could be used to remove some of the asbestos materials.

Vital Property Solutions Limited, who managed the project, failed to check that Home Inspectors Southern had the required skills, training and experience to manage the asbestos survey.

Both companies pleaded guilty to breaching Section 3 (1) of the Health and Safety at Work Act 1974, which places general duties on employers and the self-employed to conduct business in such a way that others are not exposed to risks.

Home Inspectors Southern was fined £8400 and Vital Property Solutions was fined £4800. The HSE inspector, speaking after the hearing, commented, “Asbestos surveyors have a duty of care to those persons who use the information they provide. The survey missed a significant amount of asbestos contaminated materials (ACMs) thus increasing the risk to workers, who would be disturbing the fabric of the buildings during the refurbishment/demolition project.

“The risk arises from workers unknowingly working on ACM, and not taking effective precautions to prevent exposure and spread of asbestos fibres. Where surveyors fall well short of the standard then HSE will take robust action.”

Health and safety training from VinciWorks

A common element in cases of health and safety breaches is a lack of training – whether it’s never provided or just not refreshed frequently enough. It’s clear that having a system for delivering essential health and safety training is vital for organisations that want to keep their employees, stakeholders and visitors safe at work.

That’s precisely what we offer at VinciWorks. Our training is virtual, so it can be delivered quickly and affordably whenever it’s required. Without the usual overheads associated with hiring venues, travelling to learning centres and catering for trainers and delegates, your essential learning becomes more sustainable. And because learning records are online, you can easily prove that mandatory training was provided.

One of the requirements of the Modern Slavery Act 2015 is that companies with a turnover exceeding £36m must produce an annual modern slavery transparency statement, declaring how they safeguard human rights. Companies must also explain what steps they take to ensure that slavery does not occur in their business, or in their supply chain.

While it may be easy for British companies to be certain that their operations do not involve slavery or people trafficked into jobs they can’t leave, it’s much more difficult to verify conditions in far-east factories. The Modern Slavery Act is designed, in part, to tackle this issue, and prevent UK companies from turning a blind eye to abuses in the factories they depend on.

A recent study from the Department of Management Science at Lancaster University has delved into the modern slavery transparency statements from 101 UK companies in the clothing and textiles sector. As the authors of the report acknowledge, this sector has struggled with human rights abuses in recent years, problems that are exacerbated by the demands for fast, cheap fashion.

The researchers found a variety of approaches used in these reports, something that is unsurprising given that the reports have no fixed requirements. Companies are free to report – and omit – as much as they like.

Some companies use audits to check that their suppliers are adhering to agreed standards. But the usual approach for dealing with breaches is not well suited to the problem of modern slavery. For example, if an audit uncovers unsafe working practices, then the supplier and their customer would create a plan for remedying the problem. This approach allows problems to be resolved without significant interruptions to the supply chain. But, if an audit uncovered trafficked workers or slavery, then they would be duty-bound to report the matter to the relevant authorities – in spite of the PR nightmare this would entail for the customer.

Another issue the researchers uncovered is that slavery and people-trafficking are not always obvious; a trafficked worker may look like the free individual working next to them. So how can companies be confident that the goods they buy are not made by the hands of slaves? The report suggests that auditors may need to work more closely with their suppliers and law enforcement officials. Additionally, people working in these factories and workshops need to have the tools to raise the alarm and report abuses as soon as they arise.

The report was based on the first modern slavery statements required following the new legislation, so it may be the case that this first round was a learning process, and in subsequent years these reports may take on a uniform layout and include more concrete details about companies’ anti-slavery efforts.

Modern slavery training from VinciWorks

We offer eLearning on a wide variety of compliance-related topics, including Modern Slavery courses:

  • Identifying Modern Slavery in the Supply Chain
  • Modern Slavery Transparency Statements
  • What is Modern Slavery?

Man in handcuffs holding dollar notes

A brief guide to avoiding bribery

Gifts and donations are often a part of business, whether it is cultural norms or celebrating a completed negotiation. However, there are certain instances in which it is important to be vigilant of the circumstances behind donations as they may be attempts to bribe. here is a short guide to spotting potential red flags and avoiding bribery.

Charitable or political donations can be viewed as attempts of bribery if there is something unusual about the inherent qualities or timing of the donation. Bribery is not always a mutual arrangement and it may not be known to the donee if there is a bribe occurring. When receiving gifts and donations it is important to be vigilant as some types may be seen as improper.

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If you have never had an enticing or deceptive email designed to encourage you to click a link or disclose sensitive information, then you are in the minority. According to Symantec, phishing rates have increased across most industries with no size or type of organisation being immune. The need for a Phishing eLearning course has never been greater.

To combat the fraudsters, VinciWorks has added an eLearning course specifically about Phishing as part of their Business Protection Pack.  The Pack now contains 17 Courses, all of which are accredited for CPD.

According to the cybersecurity company, WEBOOT, Phishing has displaced malware globally as the number 1 attack that IT decision makers believe their organisation will be most vulnerable to in 2018.

Google is also taking steps to try and address the threat, the July 18 update for its Chrome browser will mark any website not served over HTTPS as “Not secure” in the address bar to warn users when they are at risk.

Although there was already a Cyber Security course within the pack, Phishing scams are becoming ever more elaborate, Spear Phishing, Whaling and the Waterhole are all specific subgenres that people need to be aware of. That’s why we thought the topic deserved a course of its own which could address each element in detail.

Cyber Security threats are continuously evolving, so employee training must evolve with them. Just training during onboarding isn’t enough. Employees need ongoing training to address the latest and most devious tactics scammers are using to ensure they and the companies they work for remain protected.

The Phishing eLearning course lasts approximately 45 minutes and is designed to examine how scammers use Social Engineering to manipulate people into giving away passwords, bank details or other sensitive information.

In summary, the Phishing eLearning Course:

  • Describes what phishing is and why you must remain constantly aware of the threat.
  • Outline the distinct types of phishing attacks and how you can identify them.
  • Highlights how to prevent phishing attacks and what to do should you fall victim to one.

If you are looking to train over 100 employees why not request a free trial of the course:

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GDPR webinar banner

On 25 May 2018 the long-awaited GDPR came into force across the EU. On the same day, the UK’s Data Protection Act 2018 also became law. While the DPA 2018 incorporates large chunks of GDPR wholesale, it also carved out some specific exemptions that UK businesses need to know about.

On-demand GDPR Webinar – UK’s Data Protection Act 2018

In our webinar on understanding the Data Protection Act 2018, VinciWorks’ GDPR experts Nick Henderson and Gary Yantin explored the newly enacted DPA 2018 and the key differences and derogations from GDPR you need to know about. These include:

  • The interconnected relationship between GDPR and the DPA 
  • The powers and role of the ICO 
  • How Brexit will affect data protection law 
  • Using automated decision making and customer profiling 
  • How to process criminal offence data in the UK 
  • The new criminal offences in the UK 

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GDPR webinar banner

Over the weeks leading up to the General Data Protection Regulation (GDPR) coming into force, VinciWorks has hosted a number of webinars on the topic, answering hundreds of questions in the process. You can get instant access to all our GDPR webinar recordings by clicking on the links below.

Understanding the Data Protection Act 2018

In our webinar on understanding the Data Protection Act 2018, VinciWorks’ GDPR experts Nick Henderson and Gary Yantin explored the newly enacted DPA 2018 and the key differences and derogations from GDPR you need to know about.

Watch webinar

Full-day GDPR webinar

On 24 May, the day prior to GDPR coming into force, VinciWorks hosted a full-day webinar including live Q&As, interviews with GDPR experts and helpful advice on complying with the new regulation.

Watch full webcast

GDPR – Data Protection Impact Assessments

During this webinar, Nick guided listeners through the process of conducting a DPIA. He also answered questions on the topic of DPIAs and gave guidance on next steps to those who have already begun the process.

Watch webinar

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What is the consolidated sanctions list?

The consolidated list is a list of financial sanctions targets in the United Kingdom. If you are doing business with an individual or company associated with a person on this list, even if it is just a target match, you must report it to the Office of Financial Sanctions Implementation (OFSI). The guidance given in this blog has been taken from VinciWorks’ e-learning course on sanctions regulations

What is a target match?

A target match occurs when the individual in question matches information that is included on the consolidated list. This means there is either a name match, close name match, similar date of birth, or other information that may lead you to conclude the individual and person on the list are the same. When in doubt, you can contact the OFSI for assistance.

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Image of a person juggling GDPR iconsNow that GDPR (General Data Protection Regulation) day has passed, the role of human resources officers within an organization has become even more significant. With the new regulations now in place, it is important for individuals working in HR to be aware of the new laws and standards in place for employee data protection in your area. VinciWorks’ guide to GDPR compliance for human resources staff will give you a clearer understanding and general knowledge of what is required.

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If you work in the UK or US, you’ll have heard about the rise of the gig economy. But how much time have you spent thinking about what it means to you as an employer in terms of training, policies, and workers’ rights?

Viewed more positively it’s an opportunity for employers in a tight labour market to stand out from the crowd.

In this post, we explore what the gig economy looks like, your responsibilities as employers and the opportunities it presents.

What is the gig economy?

While there are different definitions, the gig economy can be boiled down to this: a labour market where individual workers take on individual short-term projects, or gigs. For some, this means the ultimate flexibility – work when they want it, not when they don’t. For others, it equates to low paid, insecure work with minimal employment rights. Whatever the view, it makes up a significant part of the labour market, with estimates of between 1.1 million and 1.8 million workers in the UK, and 16 million in the US. And nearly half of all Millennials are already working in the gig economy. These individuals are doing work for companies like Uber, Deliveroo, and Hermes.

However, the boundaries relating to employment have become blurred. Recent court cases have demonstrated that employment rights within the gig economy are a contested area. These concerns have led to an independent review of working practices in the UK, itself leading to draft legislation, in an effort to provide greater clarity about the status of these workers. The spotlight has been shone on enforcing holiday and sick pay entitlements, allowing flexible workers to demand more stable contracts, and giving all workers the right to demand a payslip.

What is the impact of Gig Workers on training, policies and rights?

But introducing these entitlements alone isn’t going to enable you to meet the requirements you have as an employer. Think about health and safety. How can you guarantee that your contracted freelancers meet the relevant standards and practices? And how can you make sure that your data is protected if you don’t train your gig economy workers on GDPR? How will be you be able to demonstrate that you have taken all reasonable steps to avoid a data breach? And for those employers who want to make the most out of their freelancers, what extra steps could you take to add benefit to your workers and make you stand out from the crowd? Training, policies, and rights are key for all workers, not just those with traditional contracts.

We believe that the answers lie in making your compliance based training and resource provision available to all your contracted staff, no matter the status of their contract. Why? We think taking action is essential for three main reasons:

  • You’ll ensure that all your employees are trained in essential compliance issues, like health and safety and GDPR. This will help you manage the risks of non-compliance as well as creating better-informed workers.
  • You’ll increase the knowledge across all your workforce, meaning they’re better placed to deliver the level of service you demand. In turn, this will improve the service you offer to your clients and customers.
  • You’ll build loyalty across your worker base and become known as a good company to contract with. If you treat your gig economy workers well, these brand champions will sing your praises.

And with an online training platform like WorkWize LMS, meeting these demands won’t mean vast additional costs. Rolling your resources out across your workforce can be done at costs that are manageable at the same time as mitigating risks and offering greater benefits.

The challenge of training, policies and the Gig Worker is not going away…

Perhaps the biggest driver behind this change will be the projected growth of the gig economy as we head into the future. According to Forbes, freelancers within the gig economy are expected to make up the majority of the workforce by 2027. If you’ve not thought through how you’ll manage this significant segment of the workforce, then you risk your business falling behind, or worse – failing to comply with key regulations. Take the opportunity now to stand out from the crowd and open up access to your training to all your workers.

Looking for in-depth and engaging business protection training? Explore our comprehensive eLearning library and try any of our courses for free.