Focus on Labour Exploitation (FLEX) also noted this behaviour occurring in response to the reduced e...View MoreFocus on Labour Exploitation (FLEX) also noted this behaviour occurring in response to the reduced earning potential on the shorter visa. As we discussed in Chapter 2, different operators have different charging models, for example a single upfront fee or a weekly charge. Employers that used Seasonal Workers only for part of the 6-month visa, or lost workers due to switching and dropouts, were particularly likely to express the view that it was unfair to pay a full upfront recruitment fee rather than be charged for the time the worker was onsite. <a href="https://diigo.com/0y5vl6">https://diigo.com/0y5vl6</a>; Other employers objected to having to pay repeated recruitment fees to cover longer seasons over 6 months. The Home Office does not specify the model in which scheme operators should follow when charging a recruitment fee to employers, and charging models are a commercial decision. Employers and representative organisations were split between those who said the current visa length was too short, and those who felt it met their needs.<br/><h2 id="toc-0">Use our Certified Certificate Translation services.</h2><br/>“… the potential risk or perceived threat of losing work and/or being deported… can result in workers being coerced into carrying out tasks that were not part of what was agreed or not feeling able to report issues at work”. Employers, and representative bodies responding to our CfE had used the SWS to recruit a wide range of roles, demonstrating the importance of Seasonal Workers across their organisations. Chapter 2 provided an overview of the Standard Occupation Classification (SOC) codes recruited for. Seasonal Workers should not have to work more than 48 hours a week, including any overtime, unless by choice. They are entitled to at least 1 day off per week, or 2 days every two weeks, and a rest break of at least 20 minutes if working more than 6 hours per day. Given that the SWV had been in operation for several years, in March 2023, we wrote to the then- Minister for Immigration informing him of our intention to launch an inquiry into the scheme.<br/><h3 id="toc-1">Monitoring, compliance and enforcement</h3><br/><ul><li>Seasonal Workers had reported to certain employers that the mechanism for returning needs to be clearer.</li><li>We agree with the Independent Review that these should be in place in all key source countries and would encourage the new government to follow the same approach.</li><li>Several employers demonstrated that they provide introductory information on these issues through presentations and the Good Work App but have felt conflicted as they cannot action requests and are unable to support workers to gain rebates once abroad.</li><li>Meanwhile, almost all of the UK’s supply of poultry (82% in 2023) and around half of the UK’s supply of ornamentals (55%) are produced domestically.</li><li>Currently it appears from employer evidence that workers with EUSS settled/pre-settled status who have progressed from junior positions are filling the majority of supervisory/managerial positions, both year-round and as seasonal support, however, this is a declining source of labour.</li></ul><br/>Direct recruitment also risks removing access to employer transfers as is currently in place. The high-risknature of the SWS, involving language barriers and rural locality, makes a direct recruitment model risky. Representative bodies and other organisations commented that the roles and responsibilities of Defra and the Home Office regarding the route are still unclear, and that members were confused as to the remit of each department and who to approach when issues arise. They also identified gaps in accountability for decision making and monitoring on the scheme and said that clarification of these responsibilities would improve information and support on the scheme.<br/><img class='aligncenter' style='display: block;margin-left:auto;margin-right:auto;' src="http://www.worldlanguage.com/ProductScreenShots/101850-2.jpg"; width="607px" alt="english to russian translation of official documents in the uk"/><br/><h3 id="toc-2">Our Certified Translators Cover:</h3><br/>For example, the 2022 SWS required workers to be paid £10.10 per hour, 6% above the prevailing National Living Wage (NLW). The National Farmers Union (NFU) told us that this then “could not be confined to SWS workers but in practice applied to all workers across thehorticultural sector” (due to internal pay policies, the requirements of supermarket audits or simply ease), pulling up wages across the sector. However, this positive wage differential between the SWS minimum wage and the NLW (now £11.44 per hour) no longer exists. The SWT conducts visits to farms where SWS workers are employed in order to check the farms are meeting their responsibilities with regard to worker welfare, Right To Work checks, salary thresholds, relationship with ASOs, and accommodation responsibilities.<br/>Several horticulture employers said that being able to fulfil such roles was important in guaranteeing the production of food, as was set out in Chapter 1, and said that without Seasonal Workers product lines would be dropped, production would fall, or the business would become unviable. They stressed that the perishable nature of the products meant that without Seasonal Workers to pick and pack produce at the right time, food would be wasted. <a href="https://www.openlearning.com/u/mccallumborup-r5mn62/blog/HeadingExpertEnglishToFrenchDocumentTranslationSolutionsForPreciseInteraction">https://www.openlearning.com/u/mccallumborup-r5mn62/blog/HeadingExpertEnglishToFrenchDocumentTranslationSolutionsForPreciseInteraction</a>; Poultry employers stated that support in eligible roles was crucial in responding to the Christmas peak. However, workers arriving on the SWS may be more productive than domestic workers, due in part to their motivation to earn as much as possible over a short period, and hence raise sector productivity(or, without the visa’s workers, productivity in the sector would fall). If a scheme operator has its licence suspended the workers are permitted to continue working. If a scheme operator has their licence revoked, workers in the UK have 60 days to find a new sponsor or alternatively return home.<br/>Translayte can provide a notarised translation (for an additional fee) or a Statement of Truth (free of charge). For translations to be used at a Family Court (e.g. as part of a Divorce Proceeding), then you may be required to submit proof of marriage or civil partnership to accompany the application. Our director, Yelena McCafferty, is a winner of the Best Performance on an Interpreting Assignment award given by the Institute of Translation and Interpreting in 2018. Our Russian translators are members of professional organisations for translators and interpreters. Alternatively post your document to our address with your contact details and we will start processing your order straight away.<br/>Officials cite increased competition for workers from other European countries, and a reduction in the numbers of EU seasonal workers from Eastern Europe where domestic economic development has reduced the attractiveness of seasonal work abroad. Similarly, Poland – for many years a sending country for agricultural workers – has since 2018 operated its own Seasonal Worker route. In the recruitment of domestic labour, farms have local geographic barriers that must be overcome. This could be a challenge for farms’ recruitment asmuch of the work is physical and therefore suited to younger workers. We currently have a reasonably ‘tight’ labour market (where vacancies are high relative to unemployment), but this is not the main cause of employers’ difficulty filling seasonal worker roles. For example, in 2020, there was an increase in unemployment and a fall in vacancies, indicating a weaker labour market, but the ‘pick for Britain’ scheme launched around this time failed to attract a significant number of British workers, as discussed further in Chapter 4.
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Focus on Labour Exploitation (FLEX) also noted this behaviour occurring in response to the reduced e...View More
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