× Hello, this site is currently undergoing improvements. We apologise for any inconvenience.

First Tuesday Q and A

We’ve found 412 results

Features

If an employee refuses to sign the minutes of a meeting, what precautionary measures can an employer take?

Posted in: First Tuesday Q&A NI on 06/12/2016 The Labour Relations Agency’s (the “LRA”) Code of Practice on Disciplinary and Grievance Procedures (the “Code”) emphasises the need to keep written records, including formal minutes of meetings. However, the Code is silent on anything else regarding minutes, including what should be included or ev...
This article is listed under the following topics:
Disciplinary and Grievance Issues
Features

Can you confirm how long training records should be kept for?

Posted in: First Tuesday Q&A NI on 06/12/2016 Keeping accurate training records will ensure that employers manage staff effectively and can be useful when carrying out appraisals, recruitment processes and further training and in monitoring equal opportunities. Employers are required to retain certain types of records for their employees and t...
This article is listed under the following topics:
Policies and Procedures
Features

An employee has issued an appeal outside our time limits in the disciplinary procedure. May we reject his appeal on the ground that it is too late or might this be held against us if he pursues a legal claim?

Posted in: First Tuesday Q&A NI on 01/11/2016 If an employee has received a disciplinary warning, they have the right to appeal the employer’s decision. Employer’s should explain this right to appeal in writing and should stipulate any deadlines for making an appeal. This is usually around five working days. Employers should consider all the s...
This article is listed under the following topics:
Disciplinary and Grievance Issues
Features

We have caught two employees slacking at work. Can we run the disciplinary hearings together as one and must we give them the same penalties, assuming both are found guilty?

Posted in: First Tuesday Q&A NI on 01/11/2016 If an employer wants to carry out a joint disciplinary hearing, certain safeguards would need to be met to ensure neither employee is prejudiced by this. For example, there could be a risk of acting unfairly if the employer hears and decides employee A’s case before hearing all the evidence in empl...
This article is listed under the following topics:
Disciplinary and Grievance Issues
Features

We sent a letter to an employee inviting her to a disciplinary hearing. We received a sick note by return, citing ‘stress’. What can we lawfully do to get the hearing underway? We suspect she is trying to avoid the situation – there’s no history of stress on her record.

Posted in: First Tuesday Q&A NI on 01/11/2016 Employers must consider two main issues when an employee cites ‘stress’ during a disciplinary process. These have to be considered even if the employer is suspicious over the employee’s claim. The first issue an employer must consider is whether stress, anxiety or a mental health issue could have c...
This article is listed under the following topics:
Disciplinary and Grievance Issues
Features

One of our employees committed an offence at work two days after a previous warning expired for a similar misdemeanour. Is it lawful to take the old warnings into account? It’s only two days after the expiry of the warning but the hearing might not be able to be held for a couple of weeks, so it will really be 14-16 days after expiry before we can make any decision.

Posted in: First Tuesday Q&A NI on 01/11/2016 Whether or not an employer can take account of an expired warning will depend on the employee in question’s contract of employment, the warning letter issued by the employer, and on the company’s disciplinary procedure. If any of these materials stipulate expired warnings cannot be taken into accou...
This article is listed under the following topics:
Disciplinary and Grievance Issues
Features

We have an employee who failed to attend a disciplinary hearing. May we proceed to consider the matter in his absence? 

Posted in: First Tuesday Q&A NI on 04/10/2016 The LRA Code, referred to above, provides that when an employee fails to attend a first disciplinary hearing, it is good practice for an employer to re-arrange the hearing to an alternative date and give the employee further notice to attend the re-arranged meeting. If an employee fails to attend a...
This article is listed under the following topics:
Disciplinary and Grievance Issues
Features

Under what circumstances might we grant anonymity to a witness in a disciplinary process and how far should/could we go to protect that anonymity? 

Posted in: First Tuesday Q&A NI on 04/10/2016 Anonymity can generally be requested in a disciplinary process under any circumstances. However, an employer should take account of the reasons and possible motivations behind a request for anonymity. If anonymity is requested in ordinary disciplinary hearings, employers must make reasonable effort...
This article is listed under the following topics:
Disciplinary and Grievance Issues
Features

If an employee asks to audio record a disciplinary hearing should we let them do so?

Posted in: First Tuesday Q&A NI on 04/10/2016 For disciplinary hearings, an important reference for employers generally should be the Labour Relations Agency’s Code of Practice on Disciplinary and Grievance Procedures. This provides a general guide for both employers and employees on how to conduct disciplinary hearings fairly. The LRA code ma...
This article is listed under the following topics:
Disciplinary and Grievance Issues Policies and Procedures
Features

How do I calculate annual leave entitlement for an employee working 9am - 5.30pm Monday to Friday with a 30-minute lunch break and 9am to 1pm on Saturday with no break? I realise the Working Time Regulations recognise a maximum 5 day week, but in this instance, the working days are not all the same length, therefore the leave must be calculated in hours, so do I include Saturday hours?

Posted in: First Tuesday Q&A NI on 04/10/2016 In the first instance, you should check the employee’s contract of employment. The contract of employment should stipulate either the amount of leave an employee is to receive or whether or not leave is to be calculated by hours or days worked per week. If an employee works, for example, 41.5 hours...
This article is listed under the following topics:
Contracts of Employment Working Time and Leave