|
|
The Court of Appeal has upheld the High Court's decision to refuse a "barring order", which would have preventing a former employee from being involved in the commercial relationship between her new employer and her ex-employer.
The Claimant was employed by CLS to manage their logistics centre. Although her contract of employment did not contain any post termination restrictive covenants prevent
Blog Article | Last updated: 07/03/2012 17:50:00
|
The Companies Act 2006 (the Act) introduced new provisions on directors` duties, which came into force on 1 October 2007.
The Act includes a statutory statement of directors` duties, which aims to clarify and codify the existing common law on
Recruitment & Contracts HR Resources | Last updated: 08/02/2012 09:24:00
|
Gross misconduct represents a very serious breach of the employee's contract of employment. Examples of gross misconduct are usually listed in the contract of employment or disciplinary procedure and may include harassment, breach of confidentiality or theft.
Discipline & Grievance HR Resources | Last updated: 06/02/2012 14:17:00
|
Introduction
Personal relationships among co-workers pose several risks to the business. They can lead to:
Interference or influence in day to day activities
Nepotism or favouritism
Breach of confidentiality
Unacceptable conduct
Pe
Discrimination HR Resources | Last updated: 17/01/2012 15:45:00
|
1. Before beginning a counselling session make sure you will not be interrupted. Make it clear to the employee what time you have available to discuss their problem on this occasion. Additional sessions may be convened as necessary.
2. When an
Discrimination HR Resources | Last updated: 16/01/2012 16:07:00
|
Read the grievance procedure.
Identify all of the complaints constituting the grievance and clarify with the employee if necessary.
Carry out a thorough investigation - check the facts, gather any evidence, identify relevant witnesses to speak to and take witness statements from them.
Consider whether there are any documents which may be relevant to the grievance and consider these in the investigation.
Consider whether there are any issues regarding data protection or confidentiality in relation to disclosing any documents.
Consider whether it is appropriate to inform those employees or third parties who will be interviewed as part of the investigation of the exact detail of the grievance complaints (this will depend on the nature/sensitivity of the grievance and whether or not the employee raising the grievance is still in employment).
Discipline & Grievance HR Resources | Last updated: 16/01/2012 14:48:00
|
Dear [ ]
[ORAL] [WRITTEN] [FINAL WRITTEN] WARNING
[I have now had the opportunity to consider the details of the disciplinary meeting which was held on [date].
OR
[I am writing to confirm the outcome of the disciplinary meeting which
Discipline & Grievance HR Resources | Last updated: 12/09/2011 11:07:00
|
There have been a spate of cases recently concerning employees & their use of Facebook to moan about work. However, this case shows that derogatory comments about work by an employee will not always justify dismissal.
Blog Article | Last updated: 06/09/2011 11:17:00
|
As we are now over half way through 2011, we take a look back at some of our favourite cases so far this year. It's perhaps a sign of the times that these involve redundancies, company administrations, and the use of social media as well as tricky questions of a philosophical nature..
News Article | Last updated: 03/08/2011 15:04:00
|
FOR USE BY TRANSFEROR OR TRANSFEREE
(P) CONFIDENTIALITY STATEMENT FOR REPS
I, the undersigned, hereby confirm that:
1. I intend to stand for election as an employee representative in respect of the proposed transfer of [state what is transferring] from [name of transferor] ("the Company") to [name of transferee] under the Transfer of Undertakings (Protection of Employment) Regulations 2006 (the "proposed TUPE transfer").
2. I have received, read and understood the [Constitution and Rules of the Employee Constitution Forum] for the proposed TUPE transfer and I agree to be bound by its terms both in relation to standing as a candidate for election and if elected as an employee representative.
TUPE HR Resources | Last updated: 02/08/2011 14:22:00
|
|
|