Some employees develop a persecution complex even when mildly chivvied and others might be divas. But new research suggests that the number of tribunal claims could be slashed if managers received better training.
Employment law: Many tribunals could be avoided by training managers properly
Friday, November 11th, 2011
Employment Law: Unfair dismissal
Thursday, November 3rd, 2011Leaking hawkish proposals to abolish altogether employee’s protection from unfair dismissal is certainly one way for the government to curry favour for emerging plans to dilute that protection, says Peta FLuendy.
Employment law: Redundancy
Thursday, October 27th, 2011it would have been lovely to have been able to report that tribunals were helping out by producing redundancy case law that is easy to follow for companies that need to shed staff. But no… says Peta Fluendy.
Employment law: TUPE and transferring staff during M&As
Friday, October 21st, 2011Peta Fleundy guides you through TUPE – the rules and regulations that govern the transfer of staff when a company is bought or sold.
Employment law: Cutting the red tape
Saturday, October 15th, 2011There seems little doubt the government wants to arm employers against their staff, but case law sometimes undermines its efforts, says employment lawyer Peta Fluendy.
Employment law: New unfair dismissal regulations
Thursday, October 6th, 2011Bosses might be rubbing their hands in glee thinking they have had years of tiptoeing around employment law, worrying about how to get rid of even the most useless staff. But, warns Peta Fluendy, it’s not that simple and young employees may suffer the most from the looming changes to unfair dismissal regulations.
Employment law: Mental health at work
Wednesday, September 28th, 2011What should you do if a member of staff starts making daft mistakes, provokes customer complaints and then goes off sick – surrounded by rumours that he has been diagnosed with bipolar disorder?
Employment law: Employment contracts
Wednesday, August 3rd, 2011How easy is it to get away with misdemeanours that are not explicitly spelled out in an employment contract? And is it possible to enforce a term that that does not even exist in a contract?
