Search Results
1995-1999
Index of employment-related statute (Acts and Orders) 1995-1999
547 Employment Rights (Health Service Employers) Order (Northern Ireland) 1996
This Order relates to the issue of continuity of employment in the context of undergoing professional training and being employed successively by a number of different health service employers.
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.
Service Standards
The Agency's service standards are set out in our Customer Charter. Any complaint about the delivery of an Agency service can be brought to a Director of the Agency.
We will fully investigate the complaint and respond within ten working days. If the person complaining is not satisfied with the response he/she can raise it with the Chief Executive who will reply within ten working days.
If the individual is still not satisfied he/she can refer the matter to the Ombudsman. A copy of the Agency’s Customer Complaints Procedure, which includes guidance on raising a complaint is available from the Agency or can be downloaded here.
No. 208 Code of Practice (Access to Workers during Recognition and De-recognition Ballots) (Appointed day) Order (Northern Ireland) 2001
This Order brings into operation, as of 17/6/01, the Code of Practice on Access to workers during Recognition and Derecognition Ballots which is admissible in evidence in any proceedings before a Court, Industrial Tribunal, Industrial Court and these bodies will be able to take into account any part of the Code that is deemed relevant.
Dismissal
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.
Discrimination when hiring
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.
Mediation
An independent mediator can sometimes help resolve grievance or disciplinary issues. There is no charge for using the Labour Relations Agency's mediation service.
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.
Agency structure
The vision and objectives of the Labour Relations Agency are determined by a Board consisting of a Chair and nine members who are appointed by the Department for the Economy (DfE). Staff are direct employees of the Agency. They receive continuous training and development on changes in employment legislation and employment relations practice and procedures.