Enter your registered email address below and we will send you a link to reset your password
Login to your legal island account
The claimant was dismissed by reason of gross misconduct and in particular.
We sent a letter to an employee inviting her to a disciplinary hearing. We received a sick note by return, citing ‘stress’. What can we lawfully do to get the hearing underway? We suspect she is trying to avoid the situation – there’s no history of stress on her record.
An employee has issued an appeal outside our time limits in the disciplinary procedure. May we reject his appeal on the ground that it is late or might this be held against us if he pursues a legal claim?
If an employee raises a grievance during a disciplinary process, which takes precedence, or might we run the matters concurrently?
If an employee asks to audio record a disciplinary hearing should we let them do so?
Can adjudicators draw inferences from a failure to respond to data subject access requests?
Is it always necessary to physically issue employees with payslips to avoid a breach or is it ok to make them available on request?
If a case is referred to mediation by a WRC Adjudicator, is a report on the status of the case passed to the mediator and is there a structured format regarding communication between the mediation officer, solicitors and parties involved?
Can a hearing before the Labour Court be heard in private on application?
Can an employee who is absent due to sickness in the months immediately after the birth or adoption of a child take paid paternity leave at a later date?
Where an employee’s partner is expecting twins will he or she be entitled to two lots of paternity leave?