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The claimant was dismissed by reason of gross misconduct and in particular.
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?
One of our employees has recently taken up a second job to help with his finances. This is having a detrimental effect on his performance level at work with us. What can we do about this?
What is the latest advice when it comes to disciplinary investigations? Is it best to separate the role of investigator from decision-maker at the disciplinary hearing? Our procedures are silent on this – are we likely to come unstuck at a tribunal of the person who carried out an investigation also convenes a formal meeting that might lead to dismissal etc?