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The claimant was dismissed by reason of gross misconduct and in particular.
We work in a very dangerous environment with knives and machinery and want to implement a drug & alcohol policy that would allow for random, with cause and pre-employment testing. Can we do this with Union agreement and without the consent of each employee?
We have over the last two years begun to use Twitter and Facebook as a big communication tool with our customers, with live chat going on around specific events. We have issued a policy for staff but are unsure how best to regulate staff participation in these communications from their private accounts, as we were concerned that to prevent communication from their own private accounts might be an infringement of staff individual rights outside work.
Our staff travel (in their own cars) on company business and are given an allowance for fuel. We want to issue a policy regarding their responsibilities whilst driving on company business. What types of things should we include within the policy?
Instead of paying for overtime, some employers offer 'time off in lieu' (TOIL). Presumably, this arrangement must be contained in the employees’ terms and conditions of employment or their Employee Handbook, and typically the time an employee takes off in lieu will be at a time that suits the employer and must be signed off by the employee’s line manager?
An employee has been receiving an additional payment from 2003 to date for additional duties/responsibilities. We have withdrawn this from 31st December 2011 as it does not meet Policy/Procedures. The question is: may an allowance be withdrawn without any negotiations/discussions?
What are the obligations on employers to provide employees with contracts of employment?
Our pension age is 65. Can a business still maintain 65 as retirement age or not? If yes, are there any provisos?
An employee is off on long-term ‘sick’ and you hear on the grapevine that the employee has posted on Facebook that they are working in a different job. How do you handle this - what action can you take?
Employee searches – what does signed consent mean? And what if the employee subsequently refuses to be searched?
If an employee has been allowed for many years to breach their contract by, for example, coming in late, disappearing during work time, not doing much work, would it be impossible to get rid of them? Would the employer be regarded as having acquiesced to the breaches of contract?