A compromise agreement (soon to be known as a settlement agreement) is a formal legal document whereby the employer and employee mutually agree to part company in return for financial settlement, and the employee agrees not to pursue any claim or grievance they may have in an employment tribunal.
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Are employers responsible for derogatory comments that employees make on their personal Twitter or Facebook accounts about their colleagues?
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We've won some new business and I want to take on four extra people. I'm considering using fixed-term contracts for six months, to give me flexibility. Does this type of contract come with any risk, or can I still get rid of the people after six months if our new business isn't renewed?
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How long do transferred rights remain in place under TUPE? We acquired a business five years ago and want to bring all employee terms and conditions into line
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During a recent spell of bad weather, one of our managers called in to say she'd need a few days off because her son's nursery was closed. Can I insist she takes this time as paid holiday?
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Can we set different lengths of probationary period for people performing the same job role? Typically, our probation is a month, but we want to extend it to three months for one individual, though not for his colleague.
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We are thinking of taking on two young apprentices for the first time. Do we need to produce a formal written contract for them and, if so, what should it cover?
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I have heard that a nearby factory has accepted the 'Swedish derogation' as a way to avoid the Agency Worker Regulations. What is it and is it true?
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One of our workers in the warehouse loading area is 65 but doesn't want to retire. However, he's noticeably slower than his colleagues – can we move him to an alternative role?
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One of our production managers has requested a six-month sabbatical. We are inclined to agree but it will impact on his colleagues. What do we need to consider before we formally respond?
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At our 200-man site, we're considering introducing annualised hours later this year. What do we need to do in terms of presenting this idea to the workforce?
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One of my production line supervisors is soon to be a dad and has told me he wants to share his wife's maternity/paternity leave. How do I find out what he's entitled to?
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An employee has been on sick leave for three months. He still had half his holiday entitlement left for 2011/12 and asked if he can use the two weeks to boost his pay. We don't allow unused holiday to be carried over, but can he do this?
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An otherwise excellent design engineer was recently charged with drink driving and has just been banned for six months. His role includes some car travel, visiting customer sites. What do you advise we do?
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We are rolling out a training programme to boost flexibility on the shopfloor. Most are enthusiastic but one team leader has called in sick on every day training was scheduled for him. What can we do if we suspect he's swinging the lead?
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Manufacturers will need to develop close working relationships with employment agencies if they are to smooth the introduction of the Agency Workers Regulations. Beth Unwin offers some practice advice
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Managers must carefully negotiate several key areas where health and safety legislation overlaps with employment regulations to avoid falling foul of the law, as Jessica Calcott explains
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A recent case involving surveillance of an employee on sick leave serves as a useful reminder that relying on video evidence to decide whether an employee is genuinely sick can be a risky business, as Sara Sawicki explains
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When does an agency worker become an employee? Sara Sawicki reports on a recent case and offers some advice for manufacturers on how to avoid similar claims from agency workers
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Abolition of the default retirement age means that, from April, employers will no longer be able to force employees to retire just because they reach 65. Jennifer Makin reports on the implications for employers
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The Agency Workers Regulations will give new employment rights to temporary workers - including equal access to site facilities such as canteens. Vanessa Webster explains how employers can prepare for the changes
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What should employers do if their employees are absent from the workplace due to weather-related disruption or other unforeseen circumstances? Jenny Makin reports
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Attempts to impose unilateral changes to terms and conditions of employment could hit employers where it hurts – in the pocket. Ruth Nodder reports
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