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This will be the last budget of the current parliament, as a General Election must take place by June, but is widely expected to be called to coincide with local elections on May 6.

We will keep our clients informed of any further developments.]]> http://www.danbro.co.uk/blog/index.php?entry=entry100308-171954
When was the last time you reviewed the employment discrimination laws before conducting an interview? Most hiring managers have every intention of complying with employment discrimination laws but find that the time needed to keep abreast of the nuances of employment discrimination in areas such as race, gender, religion, national origin, age, marital status, medical history, physical disability or criminal records hard to find.

Yet failure to properly prepare can lead to questions and conversations that should be avoided. Generally, asking questions alone is not illegal unless the candidate belongs to a protected class and believes that he or she was rejected due to the information that was gathered. If this happens you will be forced to prove that employment discrimination did not occur. Interviewing with this in mind can be unsettling, and it can be hard to proceed confidently during the interview process unless you have a solicitor by your side! But many questions that are necessary to screen for the position can tread on dangerous territory.

For example, if we cannot ask a person's age, how do we find out if the candidate is above the minimum age requirement? What if it is important to check criminal or credit history due to the type of work involved? What if you want to make sure the candidate is able to work overtime due to the demands of the job? How do you determine a candidate's citizenship?

To help you avoid common pitfalls in the interview process that could leave your company exposed to a claim for employment discrimination, begin by sticking to the following two practices:

Only Ask Job-Related Questions!

Problems can arise from questions asked before the interview even begins! Innocent conversation on topics used to break the ice and make the candidate more comfortable can cause problems if the candidate is rejected. Go ahead and talk about the news, sports or weather, but stay away from personal topics such as children and spouses. A candidate can naively reveal personal information that you did not ask for. Politely steer the conversation back to job-related questions that you have (hopefully) prepared in advance of the interview!

Subject Each Candidate To The Same Hiring Practices!

Keeping the interview fair and equal must start by using a job application that asks the same questions of each candidate. If you require testing, make sure that all candidates applying for the job are tested with the same instrument. In advance of the interview, write a job-related, detailed and validated position description. Based on the job description it is advisable to compile a list of solid interview questions that keep to the qualifications of the job. If possible, familiarise yourself with the laws that apply specifically to discrimination.

Questions Regarding A Candidate's Age:

The only time that it becomes important to know a person's age is when you think the candidate may not be of legal working age. This information can be obtained by simply asking the candidate if they can prove that they are over 18 years of age.

Questions Regarding A Candidate's Criminal Record:

If there is a need to know about a candidate's criminal record simply ask if the candidate has ever been "CONVICTED". The objective is to steer clear of asking if the candidate was ever arrested, as this question is illegal. The candidate only needs to reveal a conviction. It is best to include this question on the application form.

Questions Regarding A Candidate's Disabilities:

There is a right way (legal) and a wrong way (illegal) to ask questions that are related to physical and mental disabilities. The difference between the two questions is that the illegal question can be construed as an attempt to disqualify a candidate.

Questions Regarding A Candidate's Physical Abilities:

After a thorough job evaluation identifies that the position requires specific physical ability, such as lifting, determine the amount to be lifted (such as 40 pounds) and how far and how often this must be done (such as 25 feet repeatedly during the day.) Then ask EVERY candidate: "This position requires that you lift 40-pound boxes and move them 25 feet repeatedly. Are you able to handle this aspect of the job?"

Questions Regarding A Candidate's Marital & Family Status:

Don't ask if the candidate is married or if he or she has children. It is not relevant to the job. Sometimes an interviewer will want to find out if the candidate can handle the work schedule that the job requires. It is okay to ask the candidate if he or she is willing to work overtime, travel or relocate. You can also ask if there are any days or times that the candidate will be unable to work. It is not okay to ask if working on a particular religious holiday will be a problem. Don't ask the candidate if he or she has any children or how childcare will be handled.

Questions Regarding A Candidate's Medical History:

Questions regarding a candidate's medical history are considered discriminatory. A full medical exam can be part of the hiring process AFTER an offer has been made. Drug screening can be conducted prior to extending an offer. Make sure that your policy states that you do not hire anyone with a positive drug screening result.

Questions Regarding A Candidate's National Origin:

Don't ask: "Where were you born?" Or "What is your native language?" You CAN ask if the candidate is authorised to work in the UK. You can also ask what languages a person speaks if this information is shown, after a thorough job evaluation, to be a requirement of the job.

Questions Regarding The Candidate's Gender, Sexual Orientation, Race, Religion Or Political Affiliations

- Just Don't Ask !!!

These types of questions are strictly taboo and should not be asked or discussed at any time during an interview. Once the applicant becomes an employee, the employer may collect this information for affirmative action programs and government record keeping and reporting.

Avoid gender-stereotyping questions -- sexual harassment suits can be filed no matter how many employees' work for your company.

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The email advises the recipient they are due a tax refund and directs them to an online form to provide bank or credit card details for the payment of the “rebate”.

Where taxpayers believe they may have been the victim of an email scam they should report the matter to their bank/card issuer as soon as possible. HMRC are advising that those providing their details have had their accounts emptied and credit cards used to their limit. Victims are also at risk of having their personal details sold on to organised criminal gangs.

HMRC are expecting an increase in this type of email as following the Self Assessment filing deadline, many taxpayers will be waiting to receive confirmation of their repayment.

HMRC said:

“We only ever contact customers who are due a refund by post. We never use emails, telephone calls or external companies in these circumstances. We strongly urge anyone receiving such an email to send it to us for investigation before deleting it.”

HMRC’s further advice is to:

• Check the advice published at www.hmrc.gov.uk/security/index.htm to see if the email you have received is listed.
• Forward suspicious emails to HMRC at phishing@hmrc.gsi.gov.uk and then delete it from your computer/mail account.
• Do not click on websites, links contained in suspicious emails or open attachments
• Follow advice from www.getsafeonline.co.uk
• Check with HMRC at www.hmrc.gov.uk/security/fraud-attempts.htm

Internet link: Press release]]> http://www.danbro.co.uk/blog/index.php?entry=entry100308-152940
The plan could be entered into by any individual taxpayer making payments under Self Assessment (whether final payments or payments on account) and by companies, under corporation tax self assessment. Group companies and those already subject to quarterly instalment arrangements will be unable to apply.

In order to be able to take advantage of the scheme, which allows the tax to be paid in monthly instalments, taxpayers will have to meet certain conditions:

• The taxpayer has made their self assessment for the year.
• All previous tax must have been paid or time to pay arrangements must already be in place.
• Payments must be made by direct debit.
Payments need to be made in equal monthly instalments on 15th of each month spread symmetrically either side of the payment date. In order to take advantage of a full twelve months to pay, taxpayers will need to make their self assessment and propose their plans by the following dates:

• 31 October for SA taxpayers who are required to make payments on account on 31 January and 31 July;
• 31 July for SA taxpayers who only have a final 31 January payment to make;
•six months before the normal due date for payment for CTSA.
The deadlines for the submission of returns are tight. If you are interested in taking advantage of the payment option please do get in touch so we can look into the matter for you.

Internet link: HMRC news
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HMRC have admitted that the changeover to the new system has brought to light some discrepancies in their records which have resulted in some incorrect coding notices being issued.

HMRC advise that three main situations may result in incorrect coding notices. Their updated guidance states that:

• a previous employment stopped some time ago but HMRC’s system has not picked this up and a Coding Notice has been sent for that employment
• two notices have been sent for the same employment
• the code BR (basic tax) or DO (higher rate tax) has been given for an employment or pension for the first time.
HMRC advise that they will try to correct as many of these discrepancies as possible well in advance of the new tax year.

Please do get in touch if you would like us to check your tax code.

Internet link: HMRC guidance
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Apparently 6,429,899 people filed online by 31 January 2010 deadline. This number was three quarters of all returns submitted and was an increase of nearly 12% on the 2009 total of 5.8 million.

Financial Secretary to the Treasury, Stephen Timms said:

"More people than ever before are now filing their tax returns online. It’s easier, quicker and HMRC processes your return faster, so any money you’re owed is repaid more quickly. If you haven’t yet made the switch from paper to online, do so, and join the millions who are benefiting already."

Internet link: Press release
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Ex students have been in the position whereby it has been difficult for them to avoid over repaying their student loan as the loan term came to an end. This is due to the time delay between their employer making deductions from their salary each month and submitting an annual return showing the individual repayment amounts for each employee.

Ex students will now be able to opt out of PAYE repayments in the last 23 months of repayment and transfer to a Direct Debit arrangement. This should mean that the ex student will not over repay their loan.

This new initiative has been introduced by the Student Loans Company (SLC). The SLC will try to contact borrowers shortly before the last 23 months to offer and arrange this option. However if a borrower is aware that they are reaching this point they can contact the SLC direct and arrange to repay the balance of their loan in this way.

Employers will not have to change their procedures as their authority to stop making deductions comes from HMRC on a form SL2 Stop Notice and this authority will be issued in the normal way.

Internet links: HMRC student loan advice and SLC repayment website
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The government has announced that the deadline for the end of the Vehicle Scrappage Scheme has been extended from the proposed February 2010 to March 2010. The extension is to allow manufacturers and dealers more time to prepare for and operate the final phase of the scheme.

The scheme, which is jointly run by the government and car manufacturers, will now run until the end of March 2010 or until the funding is exhausted, whichever is the sooner.

Business Secretary Lord Mandelson said:

“Against the background of the economic downturn the Scrappage Scheme has proved a great success, driving UK car sales, protecting jobs and supporting the supply chain for car manufacture at a time when this sector needed it most.”

“If you’re considering buying a new car, you should place your order as soon as possible to avoid disappointment, because the budget is strictly limited.”

Internet links: Press release and Scrappage website
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The Consumer Prices Index (CPI) inflation percentage was affected by both the VAT rate returning to 17.5% and higher fuel prices.

The Retail Prices Index (RPI) inflation which includes housing costs rose to 3.7% in January 2010 (from 2.4%).

Internet link: BBC news]]> http://www.danbro.co.uk/blog/index.php?entry=entry100305-124336
Danbro’s acquisition of the London-based firm in April 2009 increased its client base to more than 2,700 active contractors, operating under both its Limited Company and Umbrella services.

The awards ceremony – organised by North-West Business Insider magazine – took place at Blackburn Rovers’ Ewood Park ground, and was attended by hundreds of representatives of the region’s business community.

The magazine took nominations from advisers and businesses across the Lancashire area, and were looking for ‘eye-catching’ deals which demonstrated bravery and ambition in a tough economic climate.

Damian Broughton, partner at Danbro, said: “This is great news, and once again I can only thank all of our team for their efforts over the past year as Danbro has continued to go from strength to strength.

“This acquisition marked another important step in our growth strategy and the successful integration of SBS’s clients into our company since then played a big part in our success over the past year.”

Danbro has also been named as a member of the Sunday Times Virgin Fast Track 100 list of the company’s fastest-growing companies for the third year running, appearing at number 40 on the 2009 list, with 92 per cent annual growth. It took on 11 new staff and opened a new office in Manchester, to complement its existing locations in Blackpool and London.

The firm also received the ISO:9001 accreditation for its management systems and an Investors in People award in recognition of the training and development of its staff, and was shortlisted in three separate categories for the Accountancy Age Awards for excellence in 2009.


For more information contact Danbro on:
Head Office: 01253 600140
London Office: 0207 836 84000
Manchester Office: 0161 238 4918
or visit www.danbro.co.uk
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