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The claimant was dismissed by reason of gross misconduct and in particular.
Can an employer change any policies and procedures within the organisation, without consulting with staff, as long as it is communicated to them afterwards?
Must an employee on suspension while a disciplinary investigation is carried out remain available for work, or can they take a holiday during this period?
It has come to the attention of the company that an employee has put on Facebook derogatory comments about their manager. The Facebook page is set to private; however, a colleague who is a friend on Facebook viewed the comment and informed management and would like to be kept anonymous. How can HR approach this situation?
We have a query regarding workplace investigations and fairness of procedure. If an investigation is carried out by two investigation officers and they report to an investigation manager can that manager hear the case if he agrees there is a case to answer or must we refer it to a new manager to chair a disciplinary panel?
Can we offer employees a car allowance where previously we provided a company car?
Can an employee refuse to log on to Facebook via shoulder surfing?
Is there anything to stop employees bringing two reps into a hearing?
Like many organisations we may have to reduce staffing costs. Is it lawful to terminate employees on fixed term contracts first or must they always be considered equally with full time permanent staff?
We are currently undertaking a recruitment drive. Can we check up on applicants’ online profiles before deciding whom to appoint?
We are in the process of tendering a currently out-sourced service, and have reason to believe that the incumbent is manipulating the list of TUPE eligible staff (to exaggerate its size) in order to deter other bidders from successfully bidding. Is there any legal precedent for action in cases like this?