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The claimant was dismissed by reason of gross misconduct and in particular.
Can we check up on applicants’ online profiles as part of our recruitment process before deciding whom to appoint?
Can we ask about applicants’ health before making a job offer?
Please advise on the use of social media e.g. Facebook in relation to recruitment and in relation to dismissal where a staff member is making inappropriate comments about the organisation/ specific personnel.
We employ seasonal ‘summer’ workers. If we employ them for successive summers are they covered by unfair dismissal legislation/expectation of summer work under custom and practice?
Are organisations required to provide feedback to unsuccessful candidates? Can we have a policy which states feedback will only be provided to candidates who reach the final round interview?
Must a staff handbook be provided in hard copy or is it sufficient to refer employees to policies on your company’s intranet?
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?
Are employers obliged to issue contracts, employee handbooks or company policies to non-Nationals in languages understandable to them?