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Leaflet 7. Rules and Procedures
February 2016
Good company rules benefit employers and employees.
Harrassment and Bullying at Work - Promoting an Inclusive Workplace
This guide outlines the steps to building an inclusive workplace and includes signposts to other guidance published by the Equality Commission and the Labour Relations Agency.
The guidance is designed to be of practical use to employers, trade unions or employee representatives when developing and implementing policies in the areas of harassment and bullying.
Joint Newsletter between the Labour Relations Agency and the Equality Commission for Northern Ireland June 2012
Our second edition examines some key issues and cases that impact on organisations throughout Northern Ireland, including - complying with The Bribery Act (2010); pending changes in employment law in GB, “equality law in GB, ROI and NI - similar but not the same” and assistance for small employers provided by both the Labour Relations Agency and the Equality Commission.
Board Practice and Standing Orders
This document provides the updated Practice and Standing Orders for the Board of the Labour Relations Agency, effective 1 April 2022.
Industrial action
This section includes information on official industrial action; unofficial industrial action; repudiation of industrial action; and lawful industrial action.
Code of Practice on Disciplinary and Grievance Procedures - 3rd April 2011
This publication sets out how to manage discipline and grievance processes in line with legal requirements and best practice.
Employee performance
Putting an effective performance management system in place is a key component in best employment practice. Clear, consistent communication and a constructive approach to employee development can bring out the best in organisations and individuals.
Arbitration services
Those who have submitted a tribunal claim will also be offered access to the Labour Relations Agency’s Arbitration Scheme which offers a quick, non–legalistic, less formal, confidential and more cost effective alternative to a tribunal hearing.
Interviews
When replies to the job advertisement have been received, it is appropriate to:
• match applications against the job description and person specification;
• eliminate applicants who do not have the basic requirements for the job; and
• draw up a shortlist of candidates for interview.
Common Workplace Adjustments for Staff Experiencing Mental Ill Health
This document sets out suggestions as to how to support mental health in the workplace by making adjustments and providing assistance to support staff to fulfil their role.