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.
There are very few businesses who don’t have that one difficult employee who just seems to be more trouble than they are worth. They take up a disproportionate amount of management time with their issues and grumbles, are a negative presence in the office, and obstruct rather than support change. They don’t do anything that’s so wrong as to warrant disciplinary action but just make everything so much harder than it needs to be.
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.
Lots of our clients often refer to the fear they have of employees resigning and claiming constructive dismissal if they are dissatisfied with some element of their employment or how they have been managed. But how big a risk is this really?
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.
In many cases this may be true but there have been some recent tribunal decisions that cast doubt as to whether dismissal in the case of gross misconduct is always going to be deemed acceptable.
There are some forms of social media use that step over the line to become harassment and bullying (both direct and anonymous) which are potentially damaging to your employees and puts your company’s good reputation at risk. What can and should you do when things turn nasty?
Back in March we wrote a post about whether employees could use covert recordings as evidence in Employment Tribunals. However, what about the other way around? Can employers use covert surveillance when an employee is suspected of wrong-doing?
Unfortunately, there’s nothing you can do to remove all chance of ever being taken to an employment tribunal (except to not employ people!). There are, however, a lot of steps you can take to both minimise the risk of receiving an ET1 and maximise the chances of a positive outcome if you do face a claim.