As Coronavirus in Northern Ireland continues, It is important that businesses and workers know what their rights and responsibilities are when it comes to protecting staff and themselves from the spread of the virus.
No. 50 The Disability Discrimination Code of Practice (Goods, Facilities, Services and Premises) (Appointed Day) Order (Northern Ireland) 2004
Under Article 54A of the Disability Discrimination Act 1995, the Equality Commission for Northern Ireland may prepare and issue codes of practice giving practical guidance: to - employers, service providers; to - promote equality of opportunity, encourage good practice in the field of employment and in access to goods, facilities services and premises. (01/03/04)
327 The Disability Discrimination Code of Practice (Goods, Facilities, Services and Premises) Order (Northern Ireland) 1999
This Order stipulates 1/10/99 as the date on which the Code of Practice on the Right of Access to Goods, Facilities, Services and Premises comes into effect.
561 The Disability Discrimination Code of Practice (Goods, Facilities, services and Premises) Order (Northern Ireland) 1996
This Order stipulates 2nd December 1996 as the date when the Code of Practice on the Rights of Access to Goods, Facilities, Services and Premises comes into force.
The best way to prevent relationship problems is to have policies and procedures that are fair, constructive and clear and there should be constructive communication to address issues as quickly as possible. We can help you to check if your policies and procedures are in line with best practice.
However, where relationships have been damaged by events in the workplace, the Labour Relations Agency can provide impartial and confidential mediation, conciliation or arbitration support to help resolve the situation.
This section includes information on official industrial action; unofficial industrial action; repudiation of industrial action; and lawful industrial action.
Fair treatment is not just a moral and legal obligation but makes good business sense. Employers who treat employees fairly will be best placed to recruit and retain staff in an increasingly diverse and competitive labour market.
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.
This is one method that employers use to work with trade unions or works councils to negotiate matters such as terms and conditions of employment for certain groups or all their employees.
Disciplinary procedures are used for dealing with problems with employees' conduct or their performance, which could lead to warnings or dismissal.