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related advice.There are 10 results
An employee has come to you with a confession: they’ve misplaced a file and it could be lost for good. Unfortunately, it contains confidential information about a client. Do you forgive and forget,
or launch disciplinary proceedings?
Published 07.04.2010
When a disciplinary sanction expires, all documents relating to the matter must be destroyed; you can’t keep hold of them “just in case”. But what about a record of the employee’s disciplinary
offence. Must that be erased too?
Published 09.05.2014
During a recruitment exercise you’ll probably gather personal data from a variety of sources, e.g. application forms, CVs and interview notes. How long should you retain this information for and what
else must you always do?
Published 15.05.2023
An employee is off sick and their e-mail and voicemail messages are starting to stack up. As this could mean lost business, you want to check them. What’s the legal position here, particularly if
they don’t appear to be business-related?
Published 19.10.2010
You’ve been told that if you mark a reference about an employee “private and confidential”, they will have absolutely no legal right to see it (meaning you can say what you like). Is this correct?
Published 16.06.2016
The Information Commissioner has published new guidance on the meaning of “personal data”. You’re probably processing personal data every day, so how can this guidance help ensure that you comply
with the Data Protection Act 1998?
Published 21.02.2008
You’ve previously gone down the warnings route with one of your employees only to find that his performance declines once the warning has expired. You’re fed up with him playing games, so what can
you do?
Published 15.12.2005
A recent survey claims to have found that only 19% of employers know the Data Protection Act 1998 applies during the recruitment process. So what could happen to those who aren’t getting this area
right?
Published 01.12.2009
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