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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[street_name] => Bank Street
[loyalty_mail_from] => Gemma Rump - Online support
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Search - Tips & Advice Business Database
A female police officer, who had made an allegation of sex discrimination to her bosses at Northamptonshire Police, has just won her claim for victimisation in the tribunal. Where did this employer
go wrong?
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been changed?
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the Employment Appeal Tribunal take?
In a recent case the employee claimed unfair dismissal after he was sacked for engaging in sexual activities outside of hours but on work premises. Was his behaviour gross misconduct or not?
The Employment Appeal Tribunal has ruled that an employee who submitted a claim two days late must be given a full hearing by the tribunal. Has its decision created a dangerous new precedent for
employers?
An employer has been ordered to pay a former employee an eye-watering £346,000 after it gave her a highly dangerous ultimatum. What did it do wrong and how should it have approached the matter?
An employee has committed a few acts of misconduct in close succession. Individually, they only warrant a written warning. Can you add them all up and allege this is actually a matter of gross
misconduct?
An employer has been ordered to pay a former employee who resigned compensation totalling £49,000. This was all down to one fatal mistake. So what did it do that was wholly unacceptable?