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
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[loyalty_agent] => Gemma Rump
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[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>:
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Search - Tips & Advice Business Database
Sometimes, employees will display what can only be described as a poor attitude. According to the Court of Appeal, where an employee behaves in this way can it justify their dismissal on the grounds
of gross misconduct?
An employee who was sacked by WhatsApp due to her “toxic behaviour” towards colleagues has won her claim for unfair dismissal and been awarded over £12,000 by the tribunal. Where did the employer go
wrong?
Most employers have at least one whinger on the payroll at some time, but how can you best deal with this type of behaviour and limit the negative effects on other staff? In certain circumstances, is
it possible to dismiss?
Even when the tribunal makes a finding of unfair dismissal, it can still reduce the compensatory award where the employee’s conduct “justifies” it. But suppose they were dishonest during the
disciplinary hearing - does that count too?
In a tribunal case the employee had been asked to attend a disciplinary hearing but was ultimately dismissed on capability grounds. She claimed this procedural error rendered her dismissal unfair.
Why didn’t it really matter?
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?
An employee who was dismissed after his employer discovered that he was operating a sex business from its car park has won his claim for unfair dismissal. Where did the employer go wrong?
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?
Where a decision is taken to offer reinstatement to an employee after an internal appeal against dismissal, what’s the legal position if they refuse to return to work? Are they still dismissed?
The Employment Appeal Tribunal has ruled that an employer was entitled to re-open previously concluded disciplinary proceedings and then dismiss the employee. Could you do the same?