FREQUENTLY ASKED QUESTIONS
I BELIEVE I HAVE BEEN UNFAIRLY DISMISSED, CAN YOU REPRESENT ME?
Yes, we represent both former employees and businesses in the Office of the Industrial Tribunal.
MY EMPLOYER IS BULLYING AND HARASSING ME AT WORK, CAN ANYTHING BE DONE?
The best way to manage internal workplace issues is through the company's policies; more specifically, the grievance in the workplace policy.
THERE ARE PEOPLE I DON'T GET ON WITH, CAN I GET THEM DISMISSED?
Again, the company handbook outlines the expectations of both employees and employers, in terms of management of various issues that arise in the workplace, such as, sickness, disciplinary, grievance, flexible working, parental rights, etc. An employee cannot decide who is dismissed and who is not, rather it is up to management to look after these processes.
WE ARE TREATED LESS FAVOURABLY BECAUSE OF OUR GENDER, RACE, CREED, NATIONALITY, SEXUAL ORIENTATION, MATERNITY OR PART-TIME STATUS?
Discrimination means that an employee is less favourably treated on the grounds of a protected characteristic. The equal opportunities policy or sometimes known as the dignity at work policy, will have full details on what to expect from an employer and the steps they will take to ensure that all employees are on an equal footing. If you feel you have been discriminated against, feel free to get in touch.
I HAVE AN UNRULY EMPLOYEE, WHAT CAN I DO?
Capability procedures are often the best way to manage employees who are not conforming and performing to the required company standards. If you require assistance putting these in place, get in touch.
IF I THINK EMPLOYEES ARE UNDER THE INFLUENCE OF DRUGS AND ALCOHOL, HOW DO I MANAGE THEM?
The creation of a Drug and Alcohol Policy will help highlight the intentions of the employer and, again, the expectations of the employees. Issuing a memo that policies and procedures are in place will put the employees on notice that you have a concern and focus on this area.
SICKNESS ABSENCE HAS BECOME AN OPERATIONAL BUSINESS PROBLEM, IS THERE ANY THING I CAN DO?
In relation to absences, special consideration should be given to "DDA" (Disability Discrimination Act) considerations and Reasonable Adjustments.
Generally short-term absences will end within a 4 week period. A return to work interview and monitoring of the absences will allow a management insight into the absence and a way forward in avoiding absences in the future.
Long-term absences are more likely to be covered under the DDA. Access to medical records and occupational health reports will help decide on the diagnosis, prognosis and a potential return to work.
AN EMPLOYEE HAS MADE USE OF OUR WHISTLEBLOWING POLICY, WHAT STEPS DO I NEED TO TAKE?
As there is a policy in place, it is up to the company to follow it. A whistleblowing policy can be seen as an extension of the Grievance Policy and as such, will normally be treated in the same way.