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
In a 2016 case the employee - who was returning from maternity leave - had asked for an evenings-only homeworking arrangement. When this was rejected she claimed sex discrimination. Why did she lose?
During a period of maternity leave, a woman has the right to be notified of any internal job vacancy; even if she lacks the required skills or won’t be interested in it. But what if there’s a genuine
error and she’s missed out of the loop?
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?
In a recent case the employee went off sick immediately after her maternity leave ended due to postnatal depression. When she was eventually sacked, she claimed this amounted to discrimination. Why
did her argument fail?
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?
You need to cover an employee’s maternity leave for six months. One applicant turns out to be pregnant herself whilst another is already on maternity leave and doesn’t want to start the job for four
months. Is it safe to reject them?
Disabled employees are protected by the Disability Discrimination Act. But a recent case suggests that their relatives may now be able to claim “discrimination by association” too. How do you avoid
this new risk?
In a recent ruling, a police officer was found to have been discriminated against because bosses took away her dog when she was pregnant. It’s an unusual situation, but one with an important lesson.
What can we learn from it?
You’re worried that an employee who’s recently gone on maternity leave will be handing you a flexible working request, possibly for part-time hours, just prior to her return. Is there any way to
prevent this?
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?