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The claimant was dismissed by reason of gross misconduct and in particular.
What amount of time do we need to allow to pass following a TUPE transfer before we change the terms and conditions of transferred employees?
We have an employee out on maternity leave and her contract states she is entitled to a performance related bonus. Should this be awarded on a pro rata basis given that she has been on maternity leave for a significant period of the year or is her leave deemed to be 'protected' because she is on maternity leave and therefore entitled to the full bonus payment?
If you have a member of staff leave the company but then re-joins a few months later on a new contract of employment, does the company need to go through a full induction process with them again e.g. Health & Safety, Office Regulations, Data Protection and other company Procedures and Policies as if they never had worked for the company previously?
My query relates to whether an employer is required to credit an employee for Bank/Public Holidays on top of their annual leave allowance while on maternity leave?
In setting down a retirement age in a contract of employment, should you include the objective grounds for the retirement age in order to try to manage expectations or are you just tying your hands for the future? What would you advise?
Where an employee has taken voluntary redundancy, is the employer prevented from re-employing him or her in the future?
Please could you advise if there is a statutory provision relating to a change of payroll date in the context of a change in terms and conditions for TUPE (and other) staff. I am sure there is some form of exception for change in payroll date, but cannot find any relevant information on this.
Can we consider increasing a penalty sanction from final written warning (FWW) to dismissal on appeal?
When, if ever, it is appropriate for an employer to argue frustration of contract?
For example, if an employee is given a prison sentence of 3 or more years for an offence that is no way connected with their employment, can an employer claim frustration rather than have to go through the statutory dismissal procedure using "some other substantial reason" as the potential reason for dismissal?
How can we change the wording in our handbooks?