Indicator - FL Memo
Telephone: (01233) 653500. Fax: (01233) 647100 customer.services@indicator-flm.co.uk - www.indicator-flm.co.uk
Calgarth House, 39-41 Bank Street, Ashford, Kent TN23 1DQ VAT GB 726 598 394. Registered in England. Company Registration No. 3599719
[telephone_number] => (01233) 653500
[lastname_cp] =>
[city_county] => Kent TN23 1DQ
[country] => United Kingdom
[website1] => www.indicator-flm.co.uk
[loyalty_agent] => Gemma Rump
[loyalty_phone] => (01233) 438022
[city] => Ashford
[webshop] => http://www.indicator-flm.co.uk
[loyalty_time] => <strong>Contact online support for any issues relating to the use of this online solution</strong>, for example logging in, using the search facility, understanding how the resources differ, how to save content, etc. <br />
If you have a <strong>technical question</strong> about <strong>content</strong>, please contact our <strong>dedicated Helpline</strong>.<br />
Mariam, your online support, can be <strong>contacted during normal business hours</strong>:
[vat_name] => VAT
[vat_value] => GB 726 598 394
[website2] => www.flmemo.co.uk
[emailcs] => customer.services@indicator-flm.co.uk
[fax_number] => (01233) 647100
[street_number] => 39-41
[street_name] => Bank Street
[loyalty_mail_from] => Gemma Rump - Online support
[company_name] => Indicator - FL Memo Ltd
)
[_contribArray] => Array
(
)
[decodeAddresscharacters] => 1
[isDevSite] =>
)
Search - Tips & Advice Business Database
As a well-informed employer you know that dismissing an employee due to her pregnancy is a big “no, no”. However, judging by the number of cases in this area many employers are still getting it
wrong. So what mistakes should you avoid?
You firmly believe that a pregnant employee has committed an act of gross misconduct. But she says that her condition prevents you from doing anything about it. If you do she’ll claim sex
discrimination. Would she be onto a winner?
As employee who did not receive an invitation to an informal after work drinks party has successfully claimed discrimination at the tribunal. Why was the employer’s failure to extend an invitation to
her an act of discrimination?
Suppose that you’re considering making some redundancies. One of your employees is currently on maternity leave and you’ve been told that she can’t be included in the selection pool as a result. Is
this correct?
You started disciplinary action against a poorly performing employee. But she’s now pregnant and says that because of this you can’t take it any further! What has the Employment Appeal Tribunal to
say about this little trick?
To provide cover for an employee on maternity leave you hired a temporary replacement on a fixed-term contract. But she’s just announced that she’s also pregnant! As she knew this on accepting the
job, surely you can dismiss her?
In January 2020 the tribunal published its ruling in a case where a line manager had summoned a pregnant worker into her office and demanded to know if her pregnancy was planned. Why is this type of
question dangerous?
One of your employees is about to go on maternity leave. She has a company laptop and mobile phone and you’re tempted to ask her to hand these over to her temporary replacement. But why could this
cause you a problem?
Many employers that fund training insist on reimbursement if the employee leaves within a certain period. With the right agreement this is perfectly legal but what must you not do if the employee
then goes on maternity leave?
You’ve an employee who is on maternity leave. What steps should you introduce to ease her back into work whilst minimising the risk of a pregnancy-related discrimination claim being made against you?