Member News

Yes indeed the Health and Safety at Work act is 40 years old on the 31st July!

But what has it achieved I hear you ask?

Much of the press around Health and Safety relates to the ‘Nanny State’, its Boring, it’s a waste of time, the compensation culture etc etc

But let us reflect on the facts below….. (facts provided by the HSE, opinion by me Sarah Daniels Chartered Practitioner)

148 workers were killed at work, a rate of 0.5 fatalities per 100 000 workers- this has been coming down steadily over the last 40 years; from 1974 to 2013 by 85 % to be exact; something to be really proud of; how many of you remember the Olympics – the Health and Safety legacy was that no one died in the construction of the games; a huge step forward and a pat on the back for Team GB

78 222 other injuries to employees were reported under RIDDOR, a rate of 311.6 per 100 000 employees. This is a drop of some 77% to 2012; again something to be mighty proud of! 175 000 reportable injuries (defined as over-7-day absence) occurred, according to the Labour Force Survey, a rate of 610 per 100 000 workers. This is a difficult figure to compare to 1974 as the parameters have changed, as has the way we work. But it is generally in a downward trend. Ill health- the tough bit of Health and Safety!

1.1 million people who worked during the last year* were suffering from an illness (long-standing as well as new cases) they believed was caused or made worse by their current or past work. 0.5million of these were new conditions which started during the year*. This is fortunately in decline

A further 0.7 million former workers (who last worked over 12 months ago) were suffering from an illness which was caused or made worse by their past work*. 2291 people died from mesothelioma in 2011 and thousands more from other occupational cancers and diseases such as COPD. These diseases are as a direct result of work many years ago, and should now be going into decline, Asbestos has been banned for the last 14 years- but of course it is still present & often hidden in buildings Enforcement

I am from an Enforcement background ( I left over 15 years ago) but enforcement is about protecting all of us- the HSE & Local Authorities have a tough task with dwindling resources; it would be great if every employer & every employee accepted their Health and Safety responsibilities; but some sadly flout the law!

So 574 cases were prosecuted by HSE in England and Wales. With a further 105 cases being prosecuted by local authorities in England and Wales (Environmental Health & Fire Officers) – some may think we need more prosecutions? I think more personal responsibility and education! 27 cases were prosecuted by the Procurator Fiscal in Scotland. 13 503 enforcement notices were issued by all enforcing authorities. These are a mixture of improvement & prohibition notices; many of these are public documents. We also now have the Fee For Intervention Scheme in place which allows the HSE to recoup the time it takes in rectifying significant & material breaches found by its inspectors.

Working days lost 27 million days were lost overall in 2011/12* due to work-related ill health or injury (17 days per case). 22.7 million due to work-related ill health and 4.3 million due to workplace injury. A more recent estimate for injuries indicates that 5.2 million days were lost in 2012/13 (no data is available for ill health). The biggest areas are Stress & Musculoskeletal – both preventable; and like fatalities and injuries these cases involve a real human cost. People need to understand the consequences of their actions, to themselves, to the business and to society as a whole. As the Economic costs to Britain is…. Workplace injuries and ill health (excluding cancer) cost society an estimated £13.8 billion in 2010/11 (based on 2011 prices). This is jaw dropping- and can be money better spent!

A great step forward in PR for Health and Safety in April 2012 has been the Mythbuster series https://www.hse.gov.uk/myth/ we regularly tweet these out from @NewsfromRedCat you do wonder what some people think is Health and Safety!

Another plus from the HSE has been making lots of its resources free! Yes free including templates and guidance; you do need to understand your requirements so may need external help- but there is a wealth of information at www.hse.gov.uk.

And lastly the HSE also launched a Consultant’s register; www.oshcr.org so you can check the background / qualifications etc of your external Health and Safety Consultant- if they are not on the register you need to ask them why!

So I will be celebrating the fact that the Health and Safety at Work Act is 40 years old; I still have a copy from my training days- it is a great piece of legislation – it has not been altered in all those years, because it is succinct to the point and ensures the Health, Safety & Welfare of us all at work!

*These are 2011/12 figures

Increase in entrepreneurial activity at the Park attracted patent attorneys, who expertly combine local knowledge with global connections

“A very exciting time” is how patent attorney Dr Peter Wilson describes the move of Novagraaf to the Norwich Research Park. The international company is the first tenant to move into the Park’s new hub building Centrum, which is to be officially opened later this month.

Novagraaf is an international patent and trademark consultancy that advises clients on Intellectual Property (IP) strategy and management. Its head office is in the Netherlands and it operates globally.

Dr Wilson of Novagraaf, says that he has seen an increase in entrepreneurial activity across the Norwich Research Park and regards it as a focal point not only for the growing life sciences sector, but also for innovative businesses across the region.

“We are seeing a growth of innovation across Norfolk particularly within life sciences, engineering, food research and the energy sectors. This is creating new business opportunities and is a good indicator of future prosperity for the local economy. For smaller companies, IP can be their only asset, so advice on managing this and developing an IP strategy that matches their commercial objectives is very important.

“My colleague Dr Oliver Harris and I have both worked at research institutes on the Park so we understand the requirements of knowledge-based businesses. In addition, our managing director, Tracey Cooke, was previously assistant general counsel, patents, at GlaxoSmithKline and so can advise on what big pharma is looking for in new products. This provides smaller organisations with invaluable insights into how to make an attractive offer to potential partners and customers.”

Dr Harris adds: “We look to provide long-term strategic support to our clients, and our network of contacts across the world can assist those who are involved in international negotiations or trying to protect their IP in new territories.”

A hub for Norwich

Centrum is the new hub building located at the heart of Norwich Research Park. Centrum’s two upper floors provide customisable laboratory and office suites on flexible lease terms ideal for growing companies who wish to enjoy the benefits of being located alongside the innovative businesses and cutting edge research institutes already located at the Park. The ground floor is home to impressive meeting, networking and event facilities as well as a 140 seat contemporary restaurant and café which is open to both Park residents and visitors alike.

Dr Sally Ann Forsyth CEO of the Norwich Research Park says that Novagraaf will be a big asset to the Park. She adds:

“The East of England has found that creating clusters of organisations and businesses with shared interests builds momentum in an industry sector. The Norwich Research Park is well placed to support the growing life sciences sector with world-class research across the academic Park partners and businesses. It provides infrastructure in terms of meeting space and fast IT networking and access to specialist equipment and skills.

“Professional advisors are a vital part of this mix and it is excellent that an international company such as Novagraaf sees the potential that Norwich Research Park offers.”

Dr Wilson agrees: “The new facilities in Centrum will give us space to grow and also offers the right high-tech environment in which to host meetings and workshops. Networking is an important part of growing a cluster, so by encouraging entrepreneurial companies on to the Park, we will be supporting the growth of the life science community.

“We are delighted to be involved at the start of this exciting venture,” he says.

Howes Percival’s Andrew Barnes – a founding member of the ground-breaking Norwich for Jobs initiative – has welcomed the news that over 1,000 young people have been recruited to paid employment and apprenticeships as a result of the project.

The Norwich for Jobs project was established in January 2013 by Chloe Smith, MP for Norwich North, Andrew Barnes of Howes Percival, City College Norwich, Job Centre Plus and Archant. The aim was to halve Norwich youth unemployment in two years – from around 2,000 young people, aged 18-24, registered as unemployed in the Norwich area, down to 1,000.

The project has been successful in achieving its aim by encouraging local businesses to invest in young people, connecting young people with opportunities to gain skills and employment and focusing the collective efforts of the community to get young Norwich working.

Andrew Barnes, Senior Partner at Howes Percival in Norwich, Steering Group member for Norwich for Jobs and chair of its employer panel commented, “Helping young people get started with their career is vitally important and I’m absolutely delighted that so many local businesses have got behind the Norwich for Jobs project. Reaching the 1,000 jobs target well within two years is fantastic, however, the challenge of reducing youth unemployment continues. We believe strongly that now is not the time to let-up in any way – to the contrary, we want to redouble our efforts, and maintain the momentum. I would encourage local employers to join the campaign and find out how they can contribute to reducing youth unemployment and improving skills in the area”.

Progress To-Date

•1,085 Jobs and Apprenticeships Pledged

•370 Work Experience Placements have been pledged

•1,032 Total number of young people who have entered paid opportunities. – 900 young people have begun employment directly as a result of the project – 132 young people have begun apprenticeships directly as a result of the project

•172 young people have begun work experience placements directly as a result of the project

• 140 Employers are formally backing the campaign so far

• Dozens more have indicated their interest and are in discussion with the campaign

To learn more about the support they could give to young people, businesses interested in joining the campaign can visit www.NorwichForJobs.org.uk

A thorough investigation of a grievance or a disciplinary matter is crucial to determining the outcome of internal proceedings and Tribunal claims and general fairness in the way staff are treated. However most organisations press busy, untrained managers and executives into the role of investigator and even those HR professionals supporting the investigator will often not have received any formal training on how to deal with the tricky issues and judgements that invariably arise in most cases. One thought is that fully trained HR Professionals should act as dedicated investigators with managers reserved as hearings and appeals officers to decide the issues based on the case presented to them. The scrutiny under which an Employment Tribunal will inspect the investigatory evidence is significant. The employee’s explanations and defences must be as carefully looked into as much as the original allegations. Witness statements can be unhelpful as compared with interview notes and the issue of recording meetings is becoming more challenging with the advance of technology with Tribunals ready to hear all evidence including that which has been covertly obtained or includes the deliberations of disciplinary panels. There are numerous minefields to overcome to make a case fair and it all starts with a really good investigation.

In my experience of legal practice I have discovered that many HR professionals have adopted processes and have fairly confirmed views on how things should be done which if tested in a Tribunal are in my view unlikely to be condoned. Questions such as what is the key difference between a grievance and a disciplinary investigation? can employee representatives attend grievance investigation meetings but not disciplinary investigations?, what can employee representatives say and do or not say and do in an investigation meeting?, what and when can you allow witnesses to remain anonymous and what do you say to a witness who says at the end of an interview that they don’t want to be a witness or cooperate any further? and how much of the evidence should you let an alleged “perpetrator” see or know about in advance of an investigation meeting? need to be answered correctly and fairly if an employer is to avoid the risk of constructive unfair dismissal as well as a later finding of unfair dismissal. In addition since the case of West London Mental Health NHS Trust v Chhabra which was decided by the Supreme Court at the end of last year employers also need to be more wary of being the subject of injunctive action. Injunctive action is a powerful tool in an employee’s armoury. If successful an employee may persuade a High Court Judge to halt proceedings against them, rehear or redo an investigation or disciplinary hearing, drop certain allegations and even reinstate them following a dismissal. Certainly injunctive action will significantly delay a case and give rise to unwanted publicity and legal costs which may not to be insured for those employers who have taken out Tribunal insurance cover. The key point is that even where the procedures you operate are not contractual the implied term of trust and confidence requires fairness in the detail of how you go about the investigation, disciplinary and grievance processes.

So to learn how to avoid some of the key pitfalls and ensure that your organisation is best placed to avoid injunctions and findings of unfairness come along to the next HR Forum presented by myself and my colleagues from Birketts employment team on Wednesday10 September from 2pm at Dunston Hall. I can guarantee that it will help you reassess and re-appraise the way you go about things.

Diamond Logistics Norwich was formed a mere 11 months ago in August 2013 and has already caused a stir. Its first big customer was True Traders Ltd of Great Yarmouth who liked the business model so much they bought a third of the company! Now Diamond Logistics Norwich handles all the outgoing parcels for True Traders customers in the UK and abroad.

Kevin Baker is Managing Director of Diamond Logistics Norwich: “We are parcel consolidators. We are part of the rapidly growing Diamond Logistics UK ‘MultiCarrier Solutions’ service that takes parcels from small and medium sized business and send them through our major account contracts with national carriers such as Yodel, CityLink, TNT, ParcelForce and others – soon to include Royal Mail and Collect Plus. Because of the size of our national contracts with carriers we can often offer our customers a better price and a better service than using the Carriers direct.”

True Traders are the rapidly growing online retailers based in Great Yarmouth. Managing Director Michael Bezance explains the investment: “To continue our growth we have to compete with big online companies like Amazon, Tescos, B&Q etc. Our previous arrangements direct with Carriers did not provide us with the cost effective high quality service that these big competitors have. Now we have reduced our delivery charge to our Customers and we can deliver to the remote parts of the UK and overseas at a sensible price. The service level to our customers has also improved by using Diamond Logistics Norwich – we still have lost parcels occasionally but now we know what is happening and can explain to our Customers. We decided that this was such a good model for the growing number of internet retailers like us that we just had to invest! We feel that our future logistics is now in control and we can concentrate on the other areas of our business. This financial year we are already seeing a 25% increase in sales.”

True Traders are now launching a new business called ‘True Parcels’ which will take parcels from Great Yarmouth customers who want to use the Diamond Logistics service for small volumes. This should appeal to EBay sellers and other retailers as well as private individuals. As an example, a standard parcel up to 3kg can be sent on a one to three day service, within mainland UK, for as little as £5.00 per parcel!

Diamond Logistics Norwich have now moved to The True Centre in Great Yarmouth.

Gnaw, the Norwich-based makers of a quirky range of sumptuous handcrafted chocolates, has seen their business grow by a massive 50% (£250k) this year, making it one of the region’s most compelling commercial success stories.

The company is now expanding even further with more customers both at home and abroad, and is breaking into the gift market with the launch of a brand new range of tempting treats.

Since it opened its creative kitchen in 2011, Gnaw has become globally recognised as one of the most innovative creators of fun, new chocolate ideas and the leader in its field. And, of course, it’s all handmade in Britain.

With its compelling, colourful packaging and dedicated workforce of ‘squirrels’ who love their craft, Gnaw’s values are simple, but very effective – chocolate should be fun; only the finest ingredients will be used; and they will lead the way in terms of chocolate creativity and innovation.

Gnaw owners, husband and wife team Matt and Teri Legon, originally ran a sweet shop, but could never find chocolate bars that were as exciting and innovative as they wanted them to be. So they decided that if they wanted an interesting product, they would have to make it themselves!

Matt said: “Our idea was a simple one, we believed that chocolate shouldn’t be a ‘serious’ product. It should be fun and make people smile. After all, it is supposed to be a treat…and it tastes delicious too!

“We set out to develop a quirky, exciting range of products that use only the best ingredients from around the world, that use no artificial colours or flavours and that are handcrafted.

“Creativity – coming up with exciting and original flavours is vital to us. We wanted to eat chocolate that tasted of things we wouldn’t expect – like banoffee pie or lemon meringue. So we conjured up some interesting flavour combinations ourselves and quickly found a niche market both at home and overseas, where ‘British-made’ is very popular.

“We have just unveiled our new Great British Nibbles range, which we have created for the expanding gift market. The Butter Fudge, Lemon Coconut Ice, Chocolate-coated Honeycomb, and Salted Cashew Nut Brittle are Gnaw’s own fun twist on well-loved flavours and we’re sure they will be loved by chocolate fans of all ages.”

Gnaw has also made a new addition to its imaginative and enticing range of chocolate bars – a Salted Caramel and Peanut flavour.

“We may be a small enterprise, but we believe in our product. We are passionate, ambitious and confident – without being arrogant,” says Matt.

That passion and creativity is clearly a heady mix and Gnaw has conjured up some increasingly popular chocolatey magic, with a range that includes bars, buttons, Hot Choc Shots, Goodeee Boxes and Chocolate Chompers.

“We now export to 25 countries,” says Matt, “and we are hoping soon to start exporting to Singapore, Malaysia and South Korea. In the UK our products have 1000 outlets, including East of England Co-op stores, Picturehouse Cinemas, 176 BP service stations and the Garden Centre Group. We also supply many great delis and farm shops throughout East Anglia. Our turnover in 2014 is expected to be £750k.”

But back to those squirrels! The chocolatier’s kitchen is a mysterious world – full of steam, vats of things simmering away – and some pretty fabulous smells as well.

“Our gang of hardworking squirrels is part of our personality, and we love the way they are committed to our ideals and working very long hours for a few extra nuts!” says Matt. “They run the business very efficiently for us and get good publicity for their pains.

“Our operation is expanding very fast, so adding even more furry friends to our team is on the cards.”

Howes Percival will be holding their popular National Employment Conference on Wednesday, 15 October 2014 at Towcester Racecourse.

The National Employment Conference is an all day event starting at 8.45am and ending at 4.30pm.

This annual event gives delegates the opportunity not only to receive an update on recent developments in employment law by respected employment law barrister David Monk, but also to attend workshops to explore key employment topics in more detail.

Once again the conference will be held at the highly rated venue of Towcester Racecourse which is only a few minutes from the M1 and M40 motorways and which benefits from free parking for delegates.

Our dedicated team of employment specialists will lead the workshops which give delegates the opportunity to share experiences and interact within small groups.

The Employment Team at Howes Percival is rated in the ‘top tier’ in the latest edition of the Legal 500. It goes on to state that department head Paula Bailey is a “strong negotiator” and that Director Alex Payton is “reassuring”. The Legal 500 has also previously highlighted the employment team’s “human touch” and that Employment Partner Graham Irons is “very responsive, has deep knowledge of UK employment law, and offers practical and creative advice”.

The Day – 15 October 2014

8.45am – Registration and Breakfast

9.15am – Employment Law Update

David Monk, head of the employment team at New Walk Chambers in Leicester and lecturer in employment law at the University of Leicester. David will address delegates on recent developments to employment law over the past 12 months and look ahead to proposed changes that will come into effect over the next few years.

11.05am – Workshops

1. Protecting your Business (from your employees!)

2. Stress Relief

1.00pm – Lunch

2.00pm – Workshops

1. Taking the Grief out of Grievances 2. Sensitive Issues in the Workplace

4.30pm – Finish

Workshops – Morning Session

Protecting your business (from your employees!)

Whether it be a secret recipe, a key customer list or confidential business plans, employees are exposed to a wealth of sensitive information in the workplace and this information can often hold the key to a company’s success. Trying to protect this information can be a tricky business both during employment and after the employment relationship has come to an end.

This interactive session, run in conjunction with our Intellectual Property team, will focus on what employers need to do in order to protect the confidential information, client lists, trade secrets and other intellectual property contained in their business. We will cover the following:

• What pre-employment checks should employers make?
• Top tips on drafting effective restrictive covenants and confidentiality clauses.
• How can employers capture all of the IP created by their employees?
• What effect has social media had on IP and business protection?
• What remedies are available to employers and how can rights be enforced?

Stress Relief

One of every three absences at work are due to stress according to an official Government survey. In this workshop, we aim to take the stress out of managing stress related issues. We have joined up with Medigold, occupational health provider, to provide you with a session focussed on:

• What is stress (and how to spot it);
• An employer’s obligations in relation to stress;
• The legal claims which can be brought as a result of stress and how to reduce the risk of such claims;
• Best practice when managing short and long term absence;
• Practical guidance on how to get the most out of occupational health referrals; and
• How to deal with grievances and disciplinary issues involving employees with stress.

Workshops – Afternoon Session

Sensitive issues in the workplace

• Do you have the hangover of dealing with an employee with alcohol issues?
• Are you choking at the thought of approaching an employee with personal hygiene issues?
• Ever felt like you had become a family counsellor when personal relationship breakdowns start impacting the workplace?

This workshop will seek to tackle those sensitive issues that can be the stuff of nightmares if handled the wrong way. Working through a series of practical case studies, we hope that you will be equipped to resolve the most personal of HR issues.

Taking the Grief out of Grievances

Providing practical tips on handling tricky grievances, this session will explore some of the particularly difficult issues facing employers when dealing with complaints from employees. This will be an interactive workshop with a case study to enable delegates to consider how to effectively manage the whole grievance process, including:

• Investigations – getting the right information;
• Dealing with reluctant witnesses;
• Evidence – evaluating and collating relevant evidence; and producing grievance outcomes.

Cost – £250 plus VAT.

The price includes breakfast on arrival, lunch, tea/coffee and refreshments.

Book before 31 August and receive one place free for every paid place booked (i.e. book 2 delegates for £250 + VAT, book 4 delegates for £500 + VAT)

To book a place, please email employment@howespercival.com.

Please confirm in the email your choice of one morning workshop and one afternoon workshop and specify any dietary requirements.

We look forward to seeing you there!

So we decided a great way to celebrate the start of the Commonwealth Games in Glasgow this year would be to do a Vine video, we racked our brains on what to do and had a poke about the warehouse to see what we could use.

Coloured coat hooks, benches and castors galore….what could we turn that into? SNAIL RACING of course, so we story boarded everything out.

And then we got to the fun bit! Setting it all up!

Creating the finish line for the race!

Setting up the crowd for the scene which is about to be filmed.

The snails are ready to go! (they are made from powder coated coat hooks and castor wheels)

The finish line scene is set up and ready for action.

And here is the Vine video in all it’s glory!

If you want to know what products we used in more detail we have them listed below!

White Nylon Castors

Cushion Tyre Wheels with Steel Centres

Powder Coated Hook

Budget Basic Bench

Grey Non Marking Rubber Tyre Castors

Wire/Steel Spigots

The Government has published draft regulations introducing a requirement for employers to undertake and publish equal pay audits, if the employer is found to have breached equal pay legislation.

The Enterprise and Regulatory Reform Act 2013 included a provision for the government to make regulations detailing the new requirement for employers to publish equal pay audits. These regulations have recently been published in draft form.

The draft regulations state that if a tribunal finds that an employer has breached the equal pay provisions of the Equality Act 2010, it must order the employer to conduct and publish an equal pay audit, including the following information:

• Relevant gender pay information related to the descriptions of employees specified by the tribunal;
• Indentifying any differences in pay between men and women, and the reasons for those differences;
• The reasons for any potential equal pay breach identified by the audit; and
• What the employer plans to do to avoid breaches occurring or continuing.

The audit must be sent to the tribunal by a specified date, at least three months after the tribunal’s order. Provided the tribunal is satisfied that the audit is compliant, the employer must publish it on its website and leave it there for a period of three years.

If the employer fails to conduct a satisfactory audit without reasonable excuse, the tribunal can impose a penalty of up to £5,000.

An audit is not required if:

• The employer has already carried out an audit in the preceding three years;
• It is clear, without the need for an audit, whether any action is required to avoid equal pay breaches from occurring or continuing;
• The tribunal has no reason to think that there are any other breaches of equal pay legislation; or
• The disadvantages of an audit would outweigh its benefits.

It is intended for the draft regulations to take effect from 1 October 2014, but they will only apply in respect of equal pay claims lodged on or after that date. Micro-businesses (fewer than 10 employees, or the equivalent full-time hours), and new businesses (less than 12 months at the date of the complaint) will be exempt.

Equal pay claims are relatively uncommon, but the introduction of the requirement to undertake and publish an equal pay audit together with the potential for reputational damage will mean that the consequences of losing a claim are even greater for employers.

The draft regulations are available here.

Now salaries are rising, employees could be tempted away by higher salaries, especially if their current pay remains frozen. But what if you still love where you work, yet you could really do with a better income? There is an alternative: a pay rise.

Understandably, the idea can be daunting, but a plan of action could result in a healthier bank balance. Follow these top 10 tips to help get the pay rise you deserve.

1. Research the market

Find out what your peers are earning in your region. Visit the newly launched www.comparemysalary.co.uk, the UK’s first e-salary comparison website that provides up-to-the-minute income and benefit package information. Since it takes into account peoples’ experience, location, size of company, management responsibilities, and other factors that determine salary, it is an essential tool in establishing how much you should ask for.

2. Present your case

You need to persuade your employer that you deserve a pay rise by presenting an impressive business case, highlighting the value that you bring to the organisation. Have you brought in a lot of new business for instance? Have you helped boost productivity and customer satisfaction as a result of recent training maybe? Make a list of your achievements and, where possible, accompany them with hard evidence.

3. Timing is everything

Do you have an annual performance review coming up? This could be the ideal opportunity since you will be discussing your achievements anyway. You should also wait until you have a few major successes behind you before asking for more money. Your employer needs to see that you are contributing to the organisation’s success.

4. Anticipate questions

A technique often used in job interview preparation, is jotting down a few questions that you think your employer may ask. Practising your answers will also give you the confidence to handle the meeting in a professional manner.

5. Mention your ambitions

Consider how your employer will benefit from their increased investment in you. How will you step up your performance once you have the pay rise? Taking on new responsibilities, offering to mentor junior staff or committing to further training to fill skills gaps in the organisation are just a few ideas.

6. Why do you need more money?

People ask for salary increases for different reasons. Maybe your job has grown beyond its original remit. Perhaps you have upskilled through training in recent years, or you are now managing more staff. Whatever your motivation, your enhanced experience should be reflected in a higher salary.

7. What are you willing to accept?

If your employer is not in a position to fully meet your expectations, be ready to consider a compromise such as a smaller increase but with a commitment from them to review your salary in a few months’ time. Think about this carefully because you may be asked how low you are willing to go.

8. Look beyond the money

On a similar note, an enhanced benefits package is a great alternative to more money. Whether it is gym membership, private medical insurance, or study support for professional qualifications, such benefits can support your career and keep you healthy! Ultimately, we all want to be happy in our work, so, it is certainly worth considering as a ‘plan b’.

9. Do you really need to threaten to leave?

Be careful before you mention looking elsewhere for a job. It could disrupt the relationship with your manager, and if you do not actually follow through with your vow to leave, you could damage your reputation.

10. Keep a focused mind

Even if you are desperate for more income, it is important to stay cool and concentrate on the matter at hand throughout negotiations. Focus your mind on the ultimate goal such as saving for a deposit for your first home, or paying off that stubborn credit card bill.

Spectral Edge has secured £300,000 funding. This working capital will enable Spectral Edge to expand its team, complete the development of its ‘Eyeteq’ product-line and take it to market – helping those with poorer colour vision.

Spectral Edge was founded in 2012 as a spin-out from the University of East Anglia to exploit novel image fusion technology developed by Professor Finlayson’s ‘Colour Lab’.

The company has successfully completed a £300K financing round led by the Iceni Seedcorn Fund and the Rainbow Seed Fund, managed by Midven. This funding will provide working capital to enable Spectral Edge to expand its team, complete the development of its Eyeteq product-line and take it to market.

Image fusion is a large field and refers to the process of combining many different images into a single display image. Applications for image fusion can be found in photography (RGB + near infrared), remote sensing (merging the hundreds of bands from satellite images) and medical imagery (in diffusion tensor imaging).

One application that Spectral Edge is bringing to life is improving images for people who have poor colour vision. Colour blindness affects 4-5% of the world’s population. Spectral Edge has developed a platform technology that fuses images that appear much improved to those who suffer from poorer colour vision, whilst ensuring the images remain acceptable for everyone else – delivering colour clarity for all.

Commenting on the investment, Mark White, investment director of Midven’s Rainbow Seed Fund said, “The appeal of this technology to such a large market makes this potentially an exciting investment for Rainbow. Spectral Edge has already shown traction within its intended market and possesses a comprehensive patent portfolio that will allow it to maximise the scope of its technology.”

Dr Robert Swann, chairman of Spectral Edge commented: “Midven and Iceni have excellent records of supporting early stage technology companies and we are delighted to have them on board at this exciting stage in our development.”

During the first few years of the 21st century, advances in connectivity have changed the way we work and communicate. Few sectors, industries or individual business processes have been left untouched by continuing innovation, with the emergence of online solutions creating infinite opportunities. This pace of change is only set to grow and the demands on your Business Connectivity will increase exponentially.

With almost every company now rating the internet as critical to their business operations, we are relying on using more online activity, not only for Business Processes but the interaction between Customers and Companies.

In today’s world, the way we communicate internally and externally in our organisations is merging traditional and new media’s. Cloud Services including Twitter, Facebook Instagram, Google+ are tools not only for marketing, but a great tool for sales and customer service channels. When combined with ‘Software as a Service’ (SaaS), for example Salesforce, it creates a stronger engagement between the company, customer service, sales, marketing and IT using an integrated communications platform which were previously reserved primarily for large corporate clients.

Even traditional communication such as voice and email are evolving. Multiple media channels are now available with the ability to interact and engage with customers, both existing and new, through channels such as IP Voice, Instant Messaging, Video and Web Conferencing. Working from home has never been easier, with work from anywhere applications, leading to increased engagement and productivity within a business.

Everyone loves to connect with each other to share news and experiences whether attending conferences, concerts, charity events, holidays, whatever they are doing they will use internet applications such as Twitter, Facebook, LinkedIn, Google+ and Instagram. With this increasing trend, marketers, event organisers, town and city centres to name a few, are looking at ways they can help enhance this activity and boost their awareness with many turning to high speed WiFi networks.

Whether you are running a business, planning a public event or reaching out to your customer, it’s important you have the right connectivity solutions keeping you and your business connected. Investing in the right data connectivity now is the enabler to take advantage of the new media world and should be the starting point on which to build your sales and marketing strategies.

With an increasing array of connectivity options available to support your business today, ensuring you have the scalability to grow, deciding on the best platform can be a bewildering task. Flexibility allows for you to plan and pay for your business needs catering for seasonal trends and growth.

Swains Plc provides Connectivity solutions to 1000’s of UK Business customers, ensuring they receive the highest level of service and performance. After all “Connecting Business Everywhere” is what we do. For more information visit: www.swainsplc.co.uk

Swains Plc are sponsoring Click and Connect: The Online and Social Media Showcase on Thursday 25 September 2014 at The Kings Centre, Norwich. An interactive half day with national and local key note speakers, workshops and exhibition providing practical advice using demonstrations and case studies to enhance your online activity.