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The claimant was dismissed by reason of gross misconduct and in particular.
If an incident occurs at an event attended by a number of staff but that event was in no way arranged by the company, is the employer liable for any incidents that may occur? For example, if one employee assaults another, should the employer investigate and carry out a disciplinary procedure?
If we have been using the ‘old’ grievance procedures for period of time rather than new LRA code, how will that be viewed by Tribunal, or is the most important thing that we followed a procedure, rather than nothing?
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?
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?
Can CCTV images be brought to the attention of parties in an investigation as evidence if he/she was not made aware that CCTV cameras were in place?
Is there a statutory right to allow representation at investigation stage in Northern Ireland?
Can an employer discipline staff for using social networking sites during working hours?
What steps can we take to protect the business from employees publishing damaging material about it on a blog or networking site?
We currently have a system of four steps in our disciplinary procedure:
Would this be standard procedure and would we be covered legally?
Can absence due to sickness be used as part of selection criteria for selecting an employee for redundancy or could this be viewed as disability discrimination?