This infographic on workplace design is based on a study released from Organisational Psychologist, Professor Sir Cary Cooper and sustainable business pioneers Interface.
Ensure that you have clear evidence that you are dismissing someone on the grounds of performance and not because of pregnancy or risk a hefty tribunal claim
The Daily Mail (31.7.2014) have reported that a bakery has been ordered to pay more than £23,000 to a former worker after an employment tribunal found she had been sacked for becoming pregnant. Nicola McNamee took the sex discrimination case against Melting Moments bakery in Co Fermanagh after she was dismissed around a week after telling her employer she was going to have a baby. The Company claimed that its decision to let Miss McNamee go just two months after her start date was based on her conduct and performance.
An employment tribunal rejected the Company’s claim and found the reason for dismissal was the fact of her pregnancy. The Company’s case was not helped by the claim that Miss McNamee was told at her initial job interview not to get pregnant or married in her first year in the job and was also told to think about whether she would be better off leaving once she told the Company that she was pregnant.
So can you dismiss someone who is pregnant?
Treat any protected disclosures against an Employer confidentially or risk a finding of automatic unfair dismissal at an Employment Tribunal
Reported in the Daily Mail (6.8.2014), Jennifer Newman was awarded £29,525 plus legal costs of £12,897 for being dismissed after she reported to HR details of sexual harassment against her by the Managing Director of the Company. In this particular case, the Managing Director’s wife was also employed at the Company, meaning that Mrs Newman not only had to deal with the sexual advances of her boss but also the wrath of his wife.
So what can a HR Representative do in this situation to avoid a claim? Please subscribe to find out.
An article in the Telegraph (26.7.2014) states that the first female commander of a major Royal Navy warship has been sent home after claims of an affair with a crewmate. Commander Sarah West, 42, took charge of the frigate HMS Portland in May 2012, but is now on leave while officials decide whether she has broken strict rules on relationships.
Employers should review their Employee’s salaries regularly to ensure that they are protected against equal pay claims
An article in the Telegraph (23.7.2014) reports that Baroness Stowell, the Leader of the House of Lords, will be paid less than her male predecessor. Following protests, David Cameron, the Prime Minister, said the Conservative Party would make up the difference between Lady Stowell’s £78,891 annual salary and the £101,038 earned by her predecessor Lord Hill.
Be careful not to ask discriminatory questions or make any discriminatory comments during an interview
An article in the Guardian (13.7.2014) reported that the Home Office has suspended a passport official pending a disciplinary investigation for asking intrusive questions to a gay father with two children adopted by his husband and himself.
Body art is becoming more and more popular with all types of people and is not just reserved for people outside of the social norm. According to a study by Pew Research Centre around 23% of Americans have a tattoo with many potential UK employees following suit.
Ensure that proper consultation has been provided before making any redundancies or risk losing up to 90 days pay per Employee affected
A tribunal decision has found that Deloitte, the Administrators appointed to deal with redundancies at Comet did not adequately consult with Employees. It has awarded up to 90 days pay per Employee as a protective award, which is likely to result in a government bill of at least £6 million.
Early Conciliation is now available for anybody thinking about lodging an Employment Tribunal claim. Contacting Acas will be a required step from 6 May. Full details on the process and…
Fees in the Employment Tribunal are to become payable for claims presented on or after 29 July 2013. If you are therefore thinking of commencing a claim in the Employment Tribunal or submitting an