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.
From one time to another, employing organisations will experience absence by their staff due to illness. Illness absences are usually unplanned. This makes planning and covering work difficult for employers given the short notice of illness occurrences.
Employees are not automatically entitled to paid time off for bank and public holidays.
Under certain circumstances employers must give employees who hold certain public positions reasonable time off to perform the duties associated with them.
Restraint of trade, also known as ‘restrictive covenants’ help organisations to protect themselves against competitors getting access to their confidential or commercially sensitive information.
This section includes information on official industrial action; unofficial industrial action; repudiation of industrial action; and lawful industrial action.
A job description should be an outline of the purpose of the job, its main tasks and duties as well as more general information such as health and safety responsibilities.
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.
The Public Interest Disclosure (Northern Ireland) Order 1998 protects those who report serious wrongdoing in the workplace from dismissal or detrimental treatment as a result of their whistleblowing.
Employees can be dismissed for reasons such as gross misconduct or a fundamental breach of contract. A fair and robust process should be followed where all parties have certain rights and responsibilities.