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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 who we believe is abusing our sick leave policy. Can we engage a private investigator to follow her to gather evidence that we can then use in a disciplinary process?
We have an employee on long term sick leave who claims they are entitled to carry over their contractual annual leave entitlement from one leave year to the next? What leave are they entitled to carry over and for how long?
Is it necessary to follow a disciplinary process prior to dismissing an employee on long-term sick leave?
We have an employee on sick leave and want to cut her sick pay – can we do it?
We have an employee on long term sick leave - what level of contact can/should we have with that employee?
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?
Does an employee who is on unpaid sick leave accrue statutory annual leave according to the Workplace Relations Act?
Accrual of annual leave while on sick leave. Where a person is absent for 3 full years, will they have 3 years annual leave accrued or do they lose entitlement for a particular year if they do not return to work within 15 months of the end of the relevant year in which it would accrue?
In a situation where a person on work-related stress leave is asked to contact the employer but refuses to do so because they are too upset, but offers to get in touch in a few weeks’ time, what should the employer do?
We have a long-standing manager who, when subjected to a disciplinary due to performance issues, put in a four week sick line for work-related stress. He also lodged a grievance against his relatively new manager. How would you go about resolving this?