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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[website1] => www.indicator-flm.co.uk
[loyalty_agent] => Gemma Rump
[loyalty_phone] => (01233) 438022
[city] => Ashford
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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
A key employee has just resigned and given the requisite notice to our subscriber. However, due to the nature of her job, they want her to leave immediately. Is this the only option? If not, what’s
the best course of action?
Garden leave and restrictive covenants are widely used by employers to protect their business interests. But how far does the law really allow you to go with them? And can they be used in
combination?
An employer recently asked the High Court to enforce its supposed right to confidentiality. Unfortunately, it had made three fatal errors. What were they and how can you avoid making the same
mistakes?
You want to invoke a clause in an employee’s written contract of employment and have dug it out to check the wording. Whilst that’s all fine, they’ve not signed the document. Does that mean the
clause is unenforceable?
Employers need to respond quickly to any unexpected business changes. So what contractual tricks can you learn from a recent High Court case involving British Airways (BA) and its cabin crew?
Employees who are required to work Saturday and/or Sunday usually have one or two days off in the week. Even if these days always follow the same or a regular pattern, what should you put in their
contract?
Your employees receive a car users’ allowance, but there’s a clause that entitles you to vary the rates, without notice. When you reduce the rate, some staff claim breach of contract. What’s the
likelihood of you winning the case?
One of our subscribers wants to know if they may carry out personal searches of employees on a random basis. This would serve as a deterrent to wrongdoing, rather than be a response to a particular
problem. So can it be done or not?