We’ve had a lot of cases recently when questions have arisen regarding an employee’s right to be accompanied at various meetings. Given that it’s something that has come up quite frequently we thought we’d take this opportunity to provide you with some more information on this right and how it works.
When a key employee leaves your organisation one of your biggest concerns is whether or not they are about to steal your clients and intellectual property. This blog post looks at what you can do protect your business.
There are so many reasons why employment relationships need to be terminated. There are times when employees just do something wrong (or stupid!); there are times when the business needs to change and new skills are required; there are then times when it’s clear that there’s just no fit between the employee and employer. In this blog, we’ll take a look at the options open to you when you decide that things just aren’t working out.
Many employers have a list of behaviours in their disciplinary policy that constitute gross misconduct. If an employee commits one of these ‘crimes’ then the outcome is clear: their employment is terminated without notice as what they have done is so serious that it makes their continued employment impossible. But is that always OK?