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The claimant was dismissed by reason of gross misconduct and in particular.
If employees go to a bar after an official workplace social event and have an argument, should the altercation be considered a workplace issue?
Where a claim of bullying is made, can an employee refer back to incidents that took place several years ago?
Has there been an update with regard to parental leave and raising the age of eligibility to 12 years?
At what stage in the recruitment process can an employer check a potential employee’s social media profiles?
If a complaint of bullying forms part of a protected disclosure must we conduct two separate investigations?
If a person reaches their contractual retirement age and the employer requires them to stay on for a particular reason, is it correct that only one fixed term contract can be issued?
We have caught two employees slacking at work. Can we run the disciplinary hearings together as one and must we give them the same penalty, assuming both are found guilty?
One of our employees committed an offence at work two days after a previous warning expired for a similar misdemeanour. Is it lawful to take the old warning into account? It’s only two days after the expiry of the warning but the hearing might not be able to be held for a couple of weeks, so it will really be 14-16 days after expiry before we can make any decision.
We have an employee who failed to attend a disciplinary hearing. May we proceed to consider the matter in his absence?
We have staff due to exit on voluntary redundancy. Some have written warnings in place for absence and other matters. If approached by future prospective employers, should we discuss or disclose these warnings or absence records or should we protect this information, given we would never disclose personal issues regarding existing employees?