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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.

Deducting training costs from final pay

This section covers deducting training costs from final pay.

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.

Safety Committee / Representatives

The Safety Representative and Safety Committees Regulations (Northern Ireland) 1979 apply to organisations that have recognised trade unions for collective bargaining purposes.

Deductions from pay - employers

This section covers deduction from pay.

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.

Redundancy

When employers wish to make employees redundant they must follow a clear and fair process. The Labour Relations Agency has a redundancy flowchart which can help employers and employees in this situation.

Unfair dismissal claim

There are several ways a dismissal could be considered unfair.

Details a written statement must contain

Employers are required to provide employees with a written statement of particulars of employment within two months of the commencement of employment.