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The claimant was dismissed by reason of gross misconduct and in particular.
Is it right that obesity is a disability and that I have to provide extra wide chairs etc for obese employees?
Where underperformance involves a disability, how far do you have to go to try to get the person up to 'normal' performance?
How many chances do you have to give a persistent "offender" where disciplinary matters are concerned?
Does dismissal for absences due to post-natal depression arising after maternity leave amount to sex and/or pregnancy and maternity discrimination?
What are the legal requirements when providing references, what are we obliged to do?
An employee has a Facebook profile which is public for all to see. The employee adds the company where they work on their profile page. They then make very serious racist comments. The posts are brought to the company’s attention. What action is required?
What is the legal status on the use of spying on potential candidates using social media?
In the past we topped up maternity benefit (to the level of normal pay) for staff on maternity leave. However, due to financial constraints we have informed staff that we will not be doing this in the future. A staff member’s representative has written to us stating that this is in contravention of the Equality Act in England and Wales on the grounds that this cost saving measure disproportionately impacts on staff members due to family status. Is this true?
What is the current state of law in relation to disability absences being taken into account by an employer for disciplinary action?
A Manager wishes to issue the following memo to all staff;
It has been decided that, in all disciplinary meetings all communications must be in English. It will not be permitted for anyone to communicate in any other language. This will ensure that everyone present knows what is being discussed.
Is there any way in which this can be justified without breaching race discrimination law?