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
[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>:
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[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
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Search - Tips & Advice Business Database
An employee who overheard her manager saying to a colleague that her dismissal was “a work in progress” has won her constructive dismissal claim. Why are comments like this dangerous?
Following a ruling by the Employment Appeal Tribunal, it’s been suggested that employers should never write to employees who are off sick as this can entitle them to resign and claim constructive
dismissal. Is this really true?
An employee who resigned and successfully claimed constructive dismissal after she was told to do housekeeping duties instead of her usual job has been awarded £28,000 by the tribunal. Why did the
employee have a legal right to resign?
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?
If an employer commits a serious breach of contract, the employee can resign and claim constructive dismissal. However, in order to succeed at the tribunal, must that breach be the root cause of the
employee’s resignation?
In a 2018 case, the employer threatened to impose a significant pay cut on the employee due to his dwindling sales figures. According to the Employment Appeal Tribunal, why was this threat
problematic?
When an employee raises a grievance, the outcome decision may include some form of resolution. A ruling from the Employment Appeal Tribunal (EAT) highlights why resolutions should be actioned
properly. What do you need to know?
An employee who was denied a phased return to work after having extensive surgery on both of her wrists has been awarded over £29,000 in compensation by the tribunal. What was the legal issue here?
You’ve informally advised an employee that there’s a risk of redundancy at some point in the future, although this is by no means certain. Could it give them grounds to launch a constructive
dismissal claim?
Acas has been ordered to pay a former employee nearly £25,000 after a series of blunders led to her resigning and claiming constructive dismissal. What did the organisation that’s tasked with helping
employers fail to do?