Are employers responsible for derogatory comments that employees make on their personal Twitter or Facebook accounts about their colleagues?
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A team leader has been expressing his strong (some might say extremist) political views to others during shift breaks. It isn't going down well with the others, particularly his team members. What can we do about it?
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When does 'banter' become bullying? An operator says his team leader is bullying him, but other team members reckon it's harmless. Should we still conduct a formal investigation?
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Written warnings are a key component of a disciplinary or performance management process. Where an employer ultimately wishes to move to dismissal and defend an unfair dismissal claim, they are an essential step to have followed (except in very limited cases).
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We have a zero-tolerance policy towards alcohol on site, but we suspect one of our shopfloor team leaders is drinking off site during his lunch break. What should we do?
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We have a rest area where we provide coffee and tea plus a water machine. Stocks of teabags and jars of coffee are going missing on a regular basis. We have no idea who the culprit is: what is the best way to deal with this?
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... to handling a grievance from an employee
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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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One of my employees is failing to hit their performance objectives on a regular basis. They have been put on review, but things are not getting any better. Where do I stand in terms of dismissal?
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Many employees routinely use social media websites, both in company time and out of hours – but how can you stop them posting damaging remarks online? Employers must have a clear policy, as Gemma Taylor 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 banter among employees become harassment? Beth Unwin considers a recent case in which an individual who participated in banter and innuendo claimed that his colleagues' offensive behaviour amounted to harassment
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Persistent short-term absence can prove to be a real headache for many employers. Sara Sawicki explains the key issues surrounding this common workplace problem and offers a suggested procedure to tackle it
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Key provisions of the Equality Act 2010 came into force this month. Ruth Nodder considers some of the implications for manufacturing employers
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Investigations are a crucial part of the disciplinary process and employers must uncover all the evidence, as Danielle Ingham explains
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The law affords special protection to workers who blow the whistle on certain forms of wrongdoing. Vanessa Webster gives an overview of the
legislation and explains how employers can avoid being caught in the blast
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This month, there’s an important change in the law regarding disciplinary and grievance procedures, as Sara Sawicki explains
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When might disruption to childcare arrangements be described as
‘unexpected’? Vanessa Webster reports
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Can an informal complaint constitute the first step of a statutory grievance procedure? Vanessa Nicholls reports
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Can lapsed disciplinary warnings ever be taken into account by employers? Vanessa Nicholls reports on a recent case
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It's vital that employers follow the correct steps if their dismissal procedures are not to fall down.
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If an employee is claiming for constructive dismissal, any delay in tendering their resignation will count against them
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A recent decision means that employers face a new challenge in the form of potential harassment claims
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