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Webinar - Conducting Employment Investigations
This webinar will show how to plan and successfully execute an investigation, the legal framework and best practice for carrying out an investigation and will also give information on dealing with difficult issues.
Misconduct and gross misconduct
Disciplinary issues arise when the employer has concerns about an employee’s conduct, absence from work or the way they are performing in their job. They may start a disciplinary procedure which could lead to disciplinary action (including dismissal in more serious cases).
Dependants Leave
An employee is allowed a reasonable amount of time to deal with unexpected or sudden emergencies concerning a dependant. This is unpaid unless contractual arrangements state otherwise.
National Fraud Initiative Notice
The Labour Relations Agency is required to protect the public funds it administers. It may share information provided to it with other bodies responsible for auditing or administering public funds, in order to prevent and detect fraud.
Exercise - Current Position in My Workplace
This questionnaire helps establish the current policies and provision to support mental health in the workplace and identify where additional steps or resources might be needed.
Industrial tribunals
To make a claim to an industrial tribunal for unfair dismissal, in most circumstances employees will need to have worked continuously for the organisation for one year. There are other types of claim, for example regarding unpaid wages, holiday entitlements or discrimination, which do not require one year's continuous service.
Constructive dismissal
An employee may make a claim of constructive dismissal if they feel they had no choice but to resign, for example if they feel that there has been a fundamental breach or change to their contract.
Safe at Home, Safe at Work - Guidance on Domestic Violence and Abuse
This joint guide provides advice and recommendations for employers and trade unions in terms of providing support for employees who may be experiencing domestic violence or abuse.
Informal actions
Whether it’s the employer who needs to raise an issue with an employee, or an employee who would like to make a complaint to their employer, it is useful to consider in the first instance whether an informal approach could be taken to resolve the matter.
Joint Newsletter between the Labour Relations Agency and the Equality Commission for Northern Ireland January 2013
Welcome to the Third edition of the joint Equality Commission and Labour Relations Agency Newsletter. In this edition we will cover some of the key issues that are likely to affect or be of interest to you, our readers, in relation to what is happening in the field of employment and equality law from a local Northern Ireland perspective.