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Warnings and other disciplinary action
Warnings in the workplace should be part of a disciplinary process and they should be designed to allow employees to change a particular behaviour within a given timeframe. They should be given as quickly as possible after the behaviour occurs. Any sanctions should be proportionate to the alleged offence.
Flexible Working
Flexible working can deliver a win-win situation where employees are happier and more engaged because they are better able to manage the various demands on their time.
Advertising the job
An employer has an obligation to ensure that recruitment advertising is carried out in a non-discriminatory manner.
Unfair dismissal claim
There are several ways a dismissal could be considered unfair.
Pay in Lieu of Notice (PILON)
A payment in lieu of notice is made in circumstances where an employee is not required to work their notice period but is paid a sum of money instead.
Adoption leave
Employees who are adopting are entitled to time off in a similar way to maternity leave.
Pay Day
Employers should indicate to their employees when and how they will receive their pay.
10X REASONS (AND MORE) FOR GOOD EMPLOYMENT RELATIONS – A CONFERENCE
There are many reasons for ensuring good employment relations, not least because they are key to organisational success. Above all, if employers get this right, it will help lead to the inclusive and thriving ‘10X economy’ that is the economic vision for Northern Ireland.
This major stakeholder conference brings together employers, HR professionals, trade unionists and others to explore how we create a framework of best practice that will help turn the vision for a 10X economy into a reality through good employment relations.
Leave without pay
There may be circumstances where an employee is required to take unpaid leave from their employment.