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Buddy published a blog in November lasy year regarding vicar, Reverend Sharpe, who had brought a Tribunal claim against the Diocese of Worcester. He alleged that he had been forced to leave his post following a campaign of bullying, including parishioners slashing his tyres, smearing excrement over his car, cutting his internet and phone connections, stealing his heating oil and even poisoning h
Blog Article | Last updated: 20/02/2012 14:19:00
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According to a survey completed by computer security firm Falcongaze, the top 5 reasons for the dismissal of office workers in 2011 were:
The inappropriate use of working time and internet usage (26%)
Making negative remarks about their employer or its management team on the internet (19%)
Breach of company policies and procedures (16%)
The employee searching for a new role (15%)
Irrespons
Blog Article | Last updated: 16/02/2012 16:04:00
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Purpose and scope
This Policy covers the use of electronic communications systems and equipment, including Internet and email systems, by employees for both business and private purposes and the monitoring by the Company of such use. [It is su
Data Protection HR Resources | Last updated: 06/02/2012 17:08:00
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Purpose and scope
This Policy on the use of social media is in addition to the Company`s existing Policy on internet and email use.
This Policy covers the use of social media by employees for both business and private purposes, regardless
Data Protection HR Resources | Last updated: 06/02/2012 16:59:00
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The Birmingham Employment Tribunal is being asked to rule whether vicar Reverend Sharp is entitled to bring an unfair dismissal claim against the Diocese of Worcester.
After moving to the idyllic rural parish of Teme Valley South in January 2005, Reverend Sharpe alleges that he was subjected to a campaign of ‘intimidation from toxic parishioners’ which led to him developing stress-re
Blog Article | Last updated: 24/11/2011 10:57:00
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The use of social media can be a minefield, creating many issues for employers which are increasingly being seen in Tribunals. Employers who ignore the rise of this medium do so at their peril.
News Article | Last updated: 07/10/2011 13:38:00
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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
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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
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Legal background
The rights and responsibilities contained in the Policy arise from various pieces of legislation.
The Data Protection Act 1998 ("the Act") gives employees the right to know if their employer is processing data about them and the right to view that data. Employers are under an obligation to treat all data protected by the Act in accordance with the data protection principles, including ensuring that the data is relevant and not excessive.
Any employer who is monitoring email and internet use or recording telephone calls will fall within the scope of the Act. To process the data, the employer will either have to obtain the consent of the employee or fulfil one of the stringent conditions of the Act, for example, that such monitoring is necessary to ‘protect the vital interests' of the Company. However, although this will be sufficient when you are monitoring for reasons of security, it is unlikely to be so if you are simply monitoring employees' activities.
The Human Rights Act 1998 goes some way to implementing the articles contained in the European Convention of Human Rights into UK law. This includes the right to respect for private and family life, home and correspondence (essentially the right to privacy) and the right to freedom of expression.
The Courts must interpret all legislation (both past and future) consistently with the rights enshrined in the HRA 1998, as far as this is possible. Employees may therefore be able to rely on the Act if monitoring and surveillance appear to interfere with those rights.
Data Protection HR Resources | Last updated: 27/07/2011 11:01:00
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Three in 10 workers 'look for another job while at work', according to research conducted by an online recruitment company.
This adds up to 14m working hours lost to job-hunting each week, costing employers more than £250m.
The study of 2,000 employees found that around 16% spend more than 5 hours a week searching for a new job while at work. One in 4 has carried out a telephone interview for another job during work time, whilst others simply spend the time updating their CV. Interestingly, it seems that only one in 10 employees get caught by a boss or colleague.
Robust internet policies, that are regularly enforced through the disciplinary policy, could help employers manage the problem. However, if employees are in the middle of a redundancy situation, a little leniency would be advisable (within limits!) before starting any formal disciplinary process.
To access Buddy's Internet & Email Policy click here.
Blog Article | Last updated: 13/06/2011 10:28:00
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