Enter your registered email address below and we will send you a link to reset your password
Login to your legal island account
The claimant was dismissed by reason of gross misconduct and in particular.
When disciplinary allegations are put to an employee, should the employer reference the specific incident or the breach of policy when drafting the notification letter?
Do employees have the right to refuse to participate in a drugs test if not provided for in their contract of employment or a company policy?
Should employers introduce a ‘vaping’ policy in their workplace?
Are employers obliged to provide smoking shelters for employees?
Am I required to reimburse an employee where the employee has submitted his expense claim outside of the deadline in the expenses policy?
As an employer do I have to comply with the new General Data Protection Regulation? If yes, how can this be accomplished?
We have been asked by a former employee to provide a reference, are we required to do so?
An employee has been involved in an incident which may be considered to be gross misconduct that we think warrants immediate dismissal under the terms and conditions contained in the employment handbook. Is it possible to dismiss this employee without a disciplinary hearing given their alleged gross misconduct?
An employer appoints someone with a disability and puts in place the necessary changes to the working environment to enable the employee to carry out their role. After the first year of probation, it is becoming clear that the employee is having difficulty in meeting the requirements of the position. What action should the employer take to deal with the situation without finding themselves in a breach of the disability legislation?
If a medical report recommends some kind of flexible working and the employer claims they cannot provide it - what are the consequences?