That was the year that was in employment law terms 2014

That was the year that was in employment law terms 2014

Wow I thought 2013 had been a busy ole year but actually 2014 turned out to be just as frenetic! With this in mind I thought I would take this opportunity to remind us of what came and went, and then highlight a few changes that are on the way for 2015…

 

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  • Top Tips for successful recruitment part three

    Top Tips for successful recruitment part three

    Why is it when I mention using an agency most of my clients start muttering about costs and rocking?

     
  • Top Tips for successful recruitment part two

    Top Tips for successful recruitment part two

    There are a plethora of articles on the www. of how, why, when, what to do, and what not to do when interviewing.

     
  • Top Tips for successful recruitment

    Top Tips for successful recruitment

    How hard is it these days to get the right candidate for the available job you have? There are so many ways to attract interest, and even then when you have their attention you fail to shortlist the right ones or treat them dreadfully in interview!

     
  • Do you allow time off to accompany a pregnant woman to ante-natal appointments?

    Do you allow time off to accompany a pregnant woman to ante-natal appointments?

    In my day when I was pregnant my partner had to beg and cajole his employer for time off to come with me for that all important first scan. He was grudgingly allowed and told to hurry back. Was it paid leave? Was it heck!

     
  • That was the year that was in employment law terms 2013

    That was the year that was in employment law terms 2013

    Wow what a year 2013 was in terms of employment law changes. I thought I would take this opportunity to remind us of what came and went, and then pin point a few significant changes that are on the way for 2014…

     
  • How can Maternity Coaching help?

    How can Maternity Coaching help?

    I have children, two in fact, so had two maternity leave periods. On the whole it was not too difficult an experience as the companies I worked for were quite forward thinking and progressive in their approach and understanding of such matters.

     
  • Does coaching work?

    Does coaching work?

    I have a very close friend who has two beautiful children, is happily married with fantastic friends and family around her, she had a well-paid, challenging job near to home with people she really enjoyed working with and part time hours.

     
  • Equal pay nightmares or justifiable differences?

    Equal pay nightmares or justifiable differences?

    A client of mine has two people who work side by side. They look like they do the same job and I question it every time; ‘why is he paid more than her?’ and I get the same answer – ‘because he has more skills than she does’.

     
  • So what’s’ reasonable’ when considering the duty to make reasonable adjustments?

    So what’s’ reasonable’ when considering the duty to make reasonable adjustments?

    I am working with several clients currently who have employees who for one reason or another can no longer do the job for which they are employed.

     
  • Alcohol and Drugs – to test or not to test?

    Alcohol and Drugs – to test or not to test?

    Over my career in Human Resources this question has been raised again and again. Can we test our staff if we think they are under the influence of drugs or alcohol?

     
  • Grappling with grievance issues

    Grappling with grievance issues

    In every business I work with grievances come thick and fast; from the disgruntled employee who feels their manager is being too tough, the female colleague who’s male peer is being too friendly, to that employee who’s about to be disciplined and raises a grievance at the start of that process.

     
  • How to hold a Disciplinary Appeal

    How to hold a Disciplinary Appeal

    So, I have shared the best practice way to undertake a disciplinary investigation and conduct the disciplinary hearing.

     
  • How to conduct a Formal Disciplinary Hearing

    How to conduct a Formal Disciplinary Hearing

    In my last column, I shared the best practice way to undertake a disciplinary investigation. It was for when you get that call that your employee is alleged to have done something and you need to find out if, where, what and when. This time I want to share how to actually conduct the disciplinary hearing itself.