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The claimant was dismissed by reason of gross misconduct and in particular.
We have an employee on long term sick leave - what level of contact can/should we have with that employee?
We have a multi-lingual workforce. Can we insist that all staff only speak English while at work?
Can covert surveillance be used as evidence when carrying out an investigation?
Can employees use secret recordings of investigation meetings as evidence in a tribunal hearing?
During a workplace investigation, under what circumstances can you suspend an employee?
Our disciplinary policy does not permit a solicitor to attend an investigation meeting. Only a colleague or trade union representative may attend. Is this lawful?
In a situation where the employer’s doctor and the employee’s doctor both deem the employee unfit for work but the insurance company which is paying out income protection to the employee deems him fit for work, must the employer make reasonable accommodation to enable the employee to return to work with limited capability?
In a situation when an employee makes a protected disclosure and subsequently, while the protected disclosure is being investigated goes on sick leave due to stress, could a lowering of the employee's income because they will be paid illness benefit (which is lower than their normal salary) constitute penalisation of the person making the protected disclosure?
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?