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
An employee who secretly moonlighted as a porn star has successfully claimed unfair dismissal. However, the employer probably would have won the case had it not made one fatal mistake. So where did
it go wrong?
When an employee is required to attend a disciplinary hearing, they must be given all the evidence against them in advance of it. But what if some evidence is accidentally missed out? Must you hold a
rehearing?
As you may know, taping a disciplinary hearing is perfectly legal. But supposing you hold a private meeting with managers to discuss a disciplinary case and it’s secretly recorded by the employee?
Could this be used against you in a tribunal?
An employee who was dismissed for “breaching confidentiality” after he photocopied the staff rota has been awarded more than £15,000 by the tribunal. What fatal error was made by the employer?
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?
On 11 March 2015 a revised Acas Code of Practice came into force; it now properly sets out the law relating to the right to be accompanied. Does this particular right apply to employees with less
than two years’ service?
The current statutory disciplinary and dismissal procedures (DDP) will be replaced by a new voluntary ACAS Code of Practice on April 6 2009, which aims to promote fairness. So how should you then
handle disciplinary issues?
When an employee gave out homegrown tomato plants to all but one colleague, he was accused of favouritism and subsequently sacked. The tribunal has now held that it was an unfair dismissal. Why?
An employee has won her tribunal claim for unfair dismissal simply because her former employer’s disciplinary and dismissal procedure contained two failures. What must every employer always do?
The ACAS Code of Practice replaced the old statutory disciplinary and dismissal procedures some time ago. But the tribunal has only just dealt with one of the first cases to be heard under this new
regime. What point did it make?