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The claimant was dismissed by reason of gross misconduct and in particular.
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?
If a disabled agency worker requires an adjustment (e.g. a specific type of chair), who is responsible for providing it, agency or hirer?
Where you have a female operations / production manager who has requested part-time working (compressed hours) of 4 days a week instead of 5 due to family-related reasons (new baby). Are we at risk if the sole basis for refusing the request is that there is a daily (Monday - Friday) management requirement?
Does an employee have the right to place themselves on 'disability related leave' if they believe the appropriate 'reasonable adjustments' have not been made?
We dismissed a male employee a year ago for sending intimidating messages to a female employee. He has now posted a further offensive message on the same employee’s facebook page. At the time the employee left he signed a compromise agreement. What should we do following this female member of staff drawing this to our attention?
We have a permanent full time employee out on sick leave. The organisation's Occupational Health Doctor's opinion is that this employee will be fit to return to work on a permanent part time 3 day week. Do we have to implement this recommendation even though the job is permanent full time (5 days a week)?
Our pension age is 65. Can a business still maintain 65 as retirement age or not? If yes, are there any provisos?
What is the correct process employers should follow when providing ex-employees with a reference before/after they leave the Company? A statement of service is seen to be unfair for those who have been with the Company a number of years, however, a longer character reference could potentially lead to litigation where a number of employees leave the Company at the same time and some may be given a statement of service while others are given a long character reference.
Is there any benefit to having a pre-employment medical assessment in Northern Ireland?
If an employee requests to continue working beyond the normal retirement age of 65, can the employer refuse this request? If so, how can it be done without exposing the Company to a discrimination claim?