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First Tuesday Q&A

The claimant was dismissed by reason of gross misconduct and in particular.

What should an employer do if an employee fails to attend a grievance hearing?

Posted in: First Tuesday Q&A NI on 03/12/2018 As a starting point, an employer should consider the reasons for the failure to attend, for example, if the employee is suffering from stress as a result of the grievance procedure. If it is the first time that the employee has failed to attend, it will be appropriate to re-schedule the grievance h...

Does the employer have to provide an employee with a copy of a statement made about him in another employee's grievance meeting?

Posted in: First Tuesday Q&A NI on 04/09/2018 There is no specific legal requirement to provide an employee with a statement made about him/her in a grievance raised by another employee. The LRA Code of Practice on Grievances sets out clear guidance for employers on how to deal with grievances, and employers should be familiar with this. Howev...
This article is listed under the following topics:
Disciplinary and Grievance Issues Data Protection and Freedom of Information Act

Is an employer obliged to provide a reference for an employee and does an employer have to obtain employee consent before doing so under the GDPR or Data Protection Act 2018?

Posted in: First Tuesday Q&A NI on 07/08/2018 Firstly, there is no legal obligation for an employer to provide a reference. However, there may be a contractual obligation if provision of a reference is stated in terms of employment or a contractual staff handbook. The GDPR and Data Protection Act 2018 (“DPA 2018”) require a lawful basis for pr...
This article is listed under the following topics:
Contracts of Employment Data Protection and Freedom of Information Act

How should we obtain an employee’s medical data post-GDPR?

Posted in: First Tuesday Q&A NI on 05/06/2018 There are various reasons why an employer will wish to obtain a medical report on an employee in the context of the employment relationship. For example, recording sickness absence, determining if the employee is entitled to permanent health insurance and for health and safety purposes. Under the G...
This article is listed under the following topics:
Data Protection and Freedom of Information Act Policies and Procedures

What are the implications of checking a candidate’s social media profile under the GDPR?

Posted in: First Tuesday Q&A NI on 01/05/2018 Social media screening prior to employment is common place and can be a valuable tool for employers. The difficulty for employers arises when they have to distinguish between information that is helpful in making employment decisions and information that is not but reveals the candidate’s personal ...

What would be deemed a manifestly unfounded or excessive SAR under the GDPR?

Posted in: First Tuesday Q&A NI on 01/05/2018 Under the GDPR, a SAR must be complied with free of charge except in circumstances where the request is manifestly unfounded or excessive. However, there is minimal guidance in the Data Protection Bill 2017 as to what types of request would be deemed excessive or unfounded. It is likely that repeat...
This article is listed under the following topics:
Data Protection and Freedom of Information Act

Please explain the changes to subject access requests when GDPR is implemented in May

Posted in: First Tuesday Q&A NI on 03/04/2018 The main changes to the SAR regime are procedural, as outlined below. Further, given the proximity of the GDPR’s implementation, it would be prudent to develop a standard response letter to SARs. Electronic access: requests are permitted to be made electronically (most commonly by email, but social...
This article is listed under the following topics:
Data Protection and Freedom of Information Act

Q&A: Appointing a Data Protection Officer under the GDPR

Posted in: First Tuesday Q&A NI on 06/03/2018 This month’s First Tuesday Q&A article considers questions that were submitted by audience members as part of Legal Island’s Annual Review of Employment Law conferences 2017, with a specific focus on the GDPR. The need to understand and appreciate the strict obligations on employers with regard...
This article is listed under the following topics:
Data Protection and Freedom of Information Act

As an employer do I have to comply with the new General Data Protection Regulation? If yes, how can this be accomplished?

Posted in: First Tuesday Q&A NI on 01/08/2017 The General Data Protection Regulation (“GDPR”), which comes into force on 25 May 2018, imposes strict accountability obligations on data controllers and data processors to: ensure that data, and data consents, collected prior to 25 May 2018 is brought into line with the new requirements; mainta...

What are the implications of Brexit for Northern Ireland’s employers?

Posted in: First Tuesday Q&A NI on 02/08/2016 What does Brexit mean for the status of our employment laws? The extent to which our employment laws will be affected will be largely dependent upon the economic relationship /trade arrangement to be agreed between the UK and the remaining 27 member states of the EU. It is likely, however, that th...