Kim Polley’s Post

In a thought-provoking piece, Kim Polley, Managing Partner and Head of UK Corporate at #InstinctifPartners, explores the shifting landscape of corporate accountability in the UK. Key insights: ▪️Customer welfare is now non-negotiable ▪️Climate scepticism is being reimagined ▪️360-degree scrutiny is the new norm How can your brand navigate this new era where reputation meets regulation? Discover strategies to build trust and maintain positive brand recognition in an age of unprecedented scrutiny. 👉 Read the full article on our website to ensure your business doesn't just survive but thrives in The Age of Accountability: https://lnkd.in/en4b7uFU #AgeOfAccountability #ReputationManagement #RegulatoryCompliance

There is plenty of speculation in the competition community about what the new UK government means for the CMA and its approach to enforcement. Will Labour want the CMA to be more consumer-friendly or more business-friendly? Will Labour want it to focus narrowly on competition or more broadly on industrial strategy and other policy objectives? I wrote about some of these issues recently for the Social Market Foundation: https://lnkd.in/evEk_erU. But there is an important prior question. How much flexibility does the CMA actually have, under its statutory framework, to change its approach in line with changing policy priorities? With that mind, I thought John Vickers' article in the new edition of the Journal of Antitrust Enforcement is very timely. It touches on four areas where the CMA, along with its counterparts in other jurisdictions, is coming under pressure to act in ways that might depart from a rigid focus on consumer welfare: competitiveness, employment, inequality and environmental sustainability. I've added some commentary in the post below. And finally, on a separate note, my apologies to those subscribers who haven’t been receiving emails about new posts. I’m working to get it fixed! https://lnkd.in/e998Dnqv

What is a B Corp? A B Corp, short for Benefit Corporation, is a certification for businesses that meet the highest standards of social and environmental performance, accountability, and transparency. Unlike traditional corporations, B Corps are legally required to consider the impact of their decisions on their workers, customers, suppliers, community, and the environment. This unique approach balances purpose and profit, ensuring that businesses strive not only for financial success but also for a positive impact on society and the planet. To become a certified B Corp, companies undergo a rigorous assessment by B Lab, a nonprofit organization. This process evaluates a company's operations, including its governance structure, worker benefits, community involvement, and environmental practices. The goal is to create a global movement of companies that use business as a force for good, driving a shift towards more sustainable and inclusive economic systems. By choosing to support or work with B Corps, you are endorsing businesses committed to higher ethical standards and practices, helping to foster a better world for future generations.

Are you long term or short term? Are you planning for 2026, 2027, 2028…… Or are you stuck in tomorrow, next week, month or 2025? I understand It is all about survival…. ….survival of the great, the strongest or the prepared Is the environment, social welfare and business ethics a part of your daily work schedule; in the preparation of strategies for the short term and definitely for the long term? if you want to survive…. I recommend to prepare (of course) for the short term - tomorrow, next week or 2025. But most importantly for your long term…. In order to survive… Are you short term or long term? Material Guidance #esg #strategy

The Public Employee Association (PEA), once a respected union that fought for the rights and welfare of public servants, has unfortunately lost much of its effectiveness over the years. In its prime, it was a powerful advocate that employers feared, as it worked diligently to ensure fair treatment for its members. However, today it seems more focused on persuading public servants to join in order to boost its membership and pay bill, rather than actively fighting for individual employees' rights and justice in personal grievance cases. Many public servants have become financial members since the union’s inception, but far too many have found that their grievances remain unresolved, with some members passing away while still waiting for justice. If you're a new public employee considering joining PEA, ask critical questions before doing so. For example, what guarantees does PEA offer if you are mistreated by your employer? What legal options are available if you do not receive the support you need from them? What is their process for addressing grievances when union representatives do not respond to members’ needs? Before committing to membership, be cautious and ensure that PEA can offer the support and services that are promised. Unfortunately, its track record for addressing individual grievances has significantly diminished, and new members should carefully consider their options. #PublicEmployeeAssociation #UnionSupport #EmployeeRights #WorkplaceJustice #PublicServiceUnion #LaborRights #WorkersSupport #GrievanceResolution #UnionEffectiveness #WorkersWelfare

Paul Serong's submission to the Upper House. He got it right, Victorian Government draconian changes to WorkCover in first year show a surplus of $389 million. Paul Serong's summary: Victorian Government Inquiry into WorkSafe legislation amendments to the Workplace Amendment Bill 2023 will cause the following: • Mental Health claims will reduce by 5400 per annum. • Post 130-week claims will be terminated by 4200 over 3 years then 1700 per annum. • Significant cost shifting from State to Federal increasing Disability Benefit numbers and increasing NDIS applications. • Mentally injured people will be at the vagaries of the public health system which is already stretched. • Financial savings to the WorkSafe scheme will be more than $5B. • The WorkSafe Scheme will be in surplus immediately and then a source of revenue for the Victorian Government by way of an annual dividend. As well as a one-off immediate dividend to the government. • The scheme can be turned around without these harms to workers and with more workers at work. The means are well known and proven. It has been achieved in the State of Washington in the USA. • The surplus will not be as great, but premiums do not need to rise.

The Workplace Injury Rehabilitation and Compensation Amendment (WorkCover Scheme Modernisation) Bill 2023 passed through the upper house last week. Designed to address risks to the workers compensation scheme, including the gap between premiums collected and claims paid, the changes will come in to effect on 31 March 2024 and include: • An additional test requirement for workers, after the 130 week second entitlement period, to continue to receive payments.  • New eligibility requirements for some mental health injury claims. For now, more information can be found on the Victorian Legislation website here https://lnkd.in/gpt6mEUj. The Bill is expected to receive Royal Assent this week, after which WorkSafe will issue more information about the changes. #workerscompensation #workerscompensationclaims #safetymanagement #safetymanagementsystems

🎉 50th Anniversary of ERISA🎈! Recent litigation and Supreme Court rulings are shaping the future of ERISA for health plans. Class-action lawsuits against major corporations like Johnson & Johnson and Wells Fargo highlight challenges facing plan fiduciaries in selecting and monitoring service providers like pharmacy benefit managers. ⚖️ The U.S. Supreme Court's recent decision on the Administrative Procedure Act overturns the long-standing Chevron deference, impacting compliance requirements, especially for health and welfare plans. Employers must now closely track court decisions, rules, and regulations to ensure compliance. 📢 USI’s National Employee Benefits Compliance team offers a wide range of services and solutions to help clients meet compliance obligations and avoid penalties. From checklists to compliance guides, we help employers identify and mitigate compliance gaps. 📩 Contact me to learn more about solutions designed to help your organization excel in regulatory compliance and avoiding penalties! As ERISA embarks on its next 50 years, employers will face rising costs and increasing compliance complexities in sponsoring health and welfare plans! #USI #USIOneAdvantage #Compliance #ERISA #HealthPlans #Litigation #SupremeCourt #Fiduciaries #ERISAAttorneys #Guidance #Regulatorychecklist #Compliancegaps #PlanSponsors #EmployeeBenefits #HealthWelfarePlans

Role of Union leaders not about selling insurance products from Income. We ensure members then workers gets Protection in the course of work, Progression in their Career, Placement of new jobs when they are retrenched or unemployed and finally, Privileges from our many social enterprises that is provided for including Income. This 4Ps will guide us to ensure members and workers enjoy fair share of wages, work prospects and welfare. This role is no difference regardless what position you hold in the Union or even NTUC Central Committee. Each of us fully understands the role each needs to carry out and we compliment each other with the strengths that we have. When are Together, we DO MORE. #UnionLeadersAssociatesSocialNTUC #ProtectionProgressionPlacementPrivilleges #WagesWelfareWorkProspects #UnitedCommittedForTheCause #WeDontSellInsurance #DoWellDoGoodDoTogetherDoMore #SymbiosisNTUCPAPisTrustedPartnership.

The Victorian government’s recent overhaul of WorkCover, enacted on 31 March 2024, is a harsh blow to workers’ rights, especially given WorkSafe’s $380 million surplus. The changes include a stringent 130-week termination policy, cutting off entitlements for workers unless they can prove no capacity for any work and a whole-person impairment above 20.1%. This new threshold effectively bars many injured workers from receiving long-term support, even when facing significant limitations. Mental health claims are hit particularly hard, with new caps that deny necessary compensation and support to countless workers struggling with psychological injuries. These changes prioritise budget cuts over worker welfare, eroding any trust in a system meant to protect those most in need. The government must immediately rescind these legislative changes, restoring WorkCover to its intended purpose: supporting injured Victorians and safeguarding their right to financial and medical security during recovery.