12 legal references
... In the event of redundancy, an employer must undertake a concrete holistic assessment of whether there are sufficiently strong grounds to make the employee redundant. There is also a requirement that, as far as practicably possible, an employer should discuss the issue of redundancy both with the em ...
... In the event of redundancy, an employer must undertake a concrete holistic assessment of whether there are sufficiently strong grounds to make the employee redundant. There is also a requirement that, as far as practicably possible, an employer should discuss the issue of redundancy both with the em ...
redundancy in schools: an overview of legal
... 3. If the committee determine that redundancy is necessary they will apply the Governing Body's agreed selection criteria to nominate staff who are surplus to requirements. 4. The committee inform the employee of their selection and provide an opportunity for the individual to make representations a ...
... 3. If the committee determine that redundancy is necessary they will apply the Governing Body's agreed selection criteria to nominate staff who are surplus to requirements. 4. The committee inform the employee of their selection and provide an opportunity for the individual to make representations a ...
Reasonable Time Frame
... questions or require any medical examinations, even if they are related to the job. After an applicant is given a conditional job offer, but before he or she starts work, an employer may ask disability-related questions and conduct medical examinations, regardless of whether they are related to th ...
... questions or require any medical examinations, even if they are related to the job. After an applicant is given a conditional job offer, but before he or she starts work, an employer may ask disability-related questions and conduct medical examinations, regardless of whether they are related to th ...
Workplace Drug and Alcohol Testing
... A laboratory that has conducted a test on a sample may tell the employer only whether the sample contains evidence of drugs or alcohol. It is not permitted to disclose other information learned during testing. The statute provides that test result reports, as well as other information gathered durin ...
... A laboratory that has conducted a test on a sample may tell the employer only whether the sample contains evidence of drugs or alcohol. It is not permitted to disclose other information learned during testing. The statute provides that test result reports, as well as other information gathered durin ...
Drug, Alcohol and Substance Abuse Procedure
... be forced to deal with breaches of this policy assuming that the employee is not suffering from an addiction or illness related to drugs or alcohol but has simply disregarded the policy, in which case immediate and strict disciplinary action will be taken. 5.3 Seeking voluntary assistance for drug o ...
... be forced to deal with breaches of this policy assuming that the employee is not suffering from an addiction or illness related to drugs or alcohol but has simply disregarded the policy, in which case immediate and strict disciplinary action will be taken. 5.3 Seeking voluntary assistance for drug o ...
Whistle-Blowing
... • Whistle-blower cases are on the rise. • Plaintiffs’ attorneys are adding whistle-blower allegations to employment cases because the law is so favorable to them. • Trial courts are very hesitant to grant summary judgment on whistle-blower claims. • Juries may find in favor of employees for any numb ...
... • Whistle-blower cases are on the rise. • Plaintiffs’ attorneys are adding whistle-blower allegations to employment cases because the law is so favorable to them. • Trial courts are very hesitant to grant summary judgment on whistle-blower claims. • Juries may find in favor of employees for any numb ...
in the industrial relations court of malawi
... before the dismissal. The respondent was not present to contradict this evidence. Finding ...
... before the dismissal. The respondent was not present to contradict this evidence. Finding ...
Chapter 9: Employment Protection
... redundancy or other genuine operational requirements of the business ...
... redundancy or other genuine operational requirements of the business ...
Industrial Law
... any unreasonable refusal by the employer to allow a support person to be present as discussions relating to the dismissal; whether the employee had been warned about that unsatisfactory performance before the termination; the degree to which the size of the employer’s impacted on the procedure ...
... any unreasonable refusal by the employer to allow a support person to be present as discussions relating to the dismissal; whether the employee had been warned about that unsatisfactory performance before the termination; the degree to which the size of the employer’s impacted on the procedure ...
05. Employee and dismissal
... decrease in business activities or due to the closure of the company. It may also be a case of being incapable of performing the job tasks or serious misbehaviour of the employee. In those cases too, an employer should be able to dismiss the employee. Besides, an employee might want to resign to acc ...
... decrease in business activities or due to the closure of the company. It may also be a case of being incapable of performing the job tasks or serious misbehaviour of the employee. In those cases too, an employer should be able to dismiss the employee. Besides, an employee might want to resign to acc ...
Dealing With Hygiene Problems in the
... If the employee has a qualifying disability and the employer is covered by the ADA, the employer must consider accommodations. In some cases, an employee may be able to overcome a hygiene problem through medical treatment. In such cases, the only accommodations needed may be flexible scheduling or l ...
... If the employee has a qualifying disability and the employer is covered by the ADA, the employer must consider accommodations. In some cases, an employee may be able to overcome a hygiene problem through medical treatment. In such cases, the only accommodations needed may be flexible scheduling or l ...
quit claim deed - Best Practices Overview
... 2. DESCRIPTION OF EMPLOYEE'S DUTIES Subject to the supervision and pursuant to the orders, advice, and direction of employer, employee shall perform such duties as are customarily performed by one holding such position in other businesses or enterprises of the same or similar nature as that engaged ...
... 2. DESCRIPTION OF EMPLOYEE'S DUTIES Subject to the supervision and pursuant to the orders, advice, and direction of employer, employee shall perform such duties as are customarily performed by one holding such position in other businesses or enterprises of the same or similar nature as that engaged ...
Turning car salary sacrifice on its head
... With novated leasing, the employee takes their car with them if they leave, removing the need for contingency cover and the cost of including that cover in their monthly salary sacrifice. The employee has the option to take their salary sacrifice arrangement to their new employer or they can continu ...
... With novated leasing, the employee takes their car with them if they leave, removing the need for contingency cover and the cost of including that cover in their monthly salary sacrifice. The employee has the option to take their salary sacrifice arrangement to their new employer or they can continu ...
Step 2 - HopgoodGanim
... At the time of the dismissal, there must not be any arrangement between the employee and the employer, or between the employer and another person, to employ the employee after the dismissal: – the worker can be re-engaged as an independent contractor subject to employment law considerations. ...
... At the time of the dismissal, there must not be any arrangement between the employee and the employer, or between the employer and another person, to employ the employee after the dismissal: – the worker can be re-engaged as an independent contractor subject to employment law considerations. ...
850 MS-Word - Maine Legislature
... order for protection under Title 19-A, chapter 101. An employer may not sanction an employee or deprive an employee of pay or benefits for exercising a right granted by this section. [ 2001, c. 685, §1 (AMD) .] 1-A. Definitions. For purposes of this subchapter, the terms "daughter," "son," "parent" ...
... order for protection under Title 19-A, chapter 101. An employer may not sanction an employee or deprive an employee of pay or benefits for exercising a right granted by this section. [ 2001, c. 685, §1 (AMD) .] 1-A. Definitions. For purposes of this subchapter, the terms "daughter," "son," "parent" ...
Background - EMPLOYEE DISMISSAL
... “habitual neglect of duty” – Obviously one occurrence of neglect, incompetence or misconduct cannot be considered habitual. Therefore what is often referred to as the “three strikes and you’re out” rule has become the benchmark to meet the definition of “habitual”. With the first such occurrence, t ...
... “habitual neglect of duty” – Obviously one occurrence of neglect, incompetence or misconduct cannot be considered habitual. Therefore what is often referred to as the “three strikes and you’re out” rule has become the benchmark to meet the definition of “habitual”. With the first such occurrence, t ...
Insurance Agents OH
... – Protected: activities in which employees may engage for which employer is prohibited from imposing employment-related sanctions ( e.g., strike, participation in strike-related boycott) – Unprotected: activities in which employees may engage but for which employer is not prohibited from imposing em ...
... – Protected: activities in which employees may engage for which employer is prohibited from imposing employment-related sanctions ( e.g., strike, participation in strike-related boycott) – Unprotected: activities in which employees may engage but for which employer is not prohibited from imposing em ...
Slide 1 - First Practice Management
... • Managing long-term sickness can be difficult, but is made less so if the employer establishes some “ground rules” with the employee involved, at the outset. • These should include: • An agreed plan for regular contact • Likely duration of absence and the potential impact of the reason for absence ...
... • Managing long-term sickness can be difficult, but is made less so if the employer establishes some “ground rules” with the employee involved, at the outset. • These should include: • An agreed plan for regular contact • Likely duration of absence and the potential impact of the reason for absence ...