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.
For how long should we retain interview records?
When an employer gives a verbal warning for misconduct to an employee after a disciplinary does this also need to be communicated to the employee in writing or only recorded for the organisation’s own purposes? Is it procedurally correct, if an employee continues to be disciplined, to give a verbal warning, then first written warning, followed by second written warning and then dismissal?
Can an employer change any policies and procedures within the organisation, without consulting with staff, as long as it is communicated to them afterwards?
It has come to the attention of the company that an employee has put on Facebook derogatory comments about their manager. The Facebook page is set to private; however, a colleague who is a friend on Facebook viewed the comment and informed management and would like to be kept anonymous. How can HR approach this situation?
We have a query regarding workplace investigations and fairness of procedure. If an investigation is carried out by two investigation officers and they report to an investigation manager can that manager hear the case if he agrees there is a case to answer or must we refer it to a new manager to chair a disciplinary panel?
Can an employee refuse to log on to Facebook via shoulder surfing?
One of our employees has gone off work as his wife died suddenly a few weeks ago. What should we do in this instance and is it appropriate to ask him when he will be returning? We have no policies in place for bereavement?
By law is an employee entitled to paid time off for doctor/dentist appointments?
Can an employer recoup maternity pay if an employee does not return for 6 month’s work after the maternity leave ends?
We recently had an employee whom we caught abusing our internet policy. We allowed him to resign rather than go through the disciplinary process, which we thought would inevitably lead to dismissal, given the seriousness of the wrong-doing and the strength of evidence. However, a HR colleague from another location said we have left our employer open to an unfair dismissal challenge. Could you please advise?