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Joint Newsletter between the Labour Relations Agency and the Equality Commission for Northern Ireland July 2011
July 2011
Welcome to the first joint newsletter publication between the Labour Relations Agency and the Equality Commission on developments in employment and equality law. This is the first pilot newsletter between the two organisations and we hope that all of our website visitors find it useful.
The "Good Jobs" Employment Rights Bill Consultation - Podcast Transcript
This is a transcript of our podcast examining the Department for the Economy's "Good Jobs" Employment Rights Bill Consultation.
The podcast is available to listen to at https://www.lra.org.uk/resources/good-jobs-employment-rights-bill-consu…
Tests and checks
Employers can do various checks to make sure future employees can do the job they are being hired to do, that they are entitled to work in Northern Ireland, and that they are not barred from working with vulnerable groups.
422 Working Time (Amendment) Regulations (Northern Ireland) 1998
These Regulations serve to amend an error in the 1998 Regulations relating to calculations of working time, including overtime, in any reference period applicable shall not exceed 48 hours for each 7 days.
Jury service
Jury service is a public duty.
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.
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.
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.