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  • Alcohol and Drugs at work by: Employee Rescue £17.99

    This guide is your essential step-by-step guide to your employment rights regarding alcohol and drug dependence and what you can do if you are facing disciplinary action for using alcohol or drugs, or for having alcohol or drugs in your possession at work or outside work.

    Alcohol and Drugs at work

    Alcohol and drugs have an impact on your ability to work safely and correctly. Under the Health and Safety at Work etc. Act 1974, your employer has a duty to ensure that the working environment is free from the inappropriate use of substances and all employees are able to carry out their duties in a safe and efficient manner to protect the safety of the workplace. This includes ensuring that no employees are working under the influence of alcohol and drugs. If you are found in possession of controlled substances in contravention of any of the laws listed below, it could still affect your job, if your employer decides that your actions outside of work are sufficiently serious to justify disciplinary action. This would also apply to being under the influence of alcohol outside of work.

    How Employers generally deal with this problem

    Employers have different approaches to alcohol and drug dependency. It can be approached as a disciplinary, health or performance issue or a combination. Remember that your employer is exactly that. Your employer. Not your counsellor or your friend. As such, your Employer will be more interested in your performance or behaviour, rather than the cause of it, and so it is your performance or behaviour that can get you fired from your job. Depending on the behaviour or performance issue that highlights the dependency problem, your Employer may choose to initially treat it as a health problem requiring a capability process, which can be escalated to a disciplinary if the problem persists. If it is a serious performance or behaviour issue, your Employer can go straight to the disciplinary process and you could lose your job.

    The Guide discusses the law, including case law developments that will help you defend yourself.  It covers what you need to know, taking you quickly and simply through essential information on;
    • The applicable law and your legal rights
    • Remedies available to you
    • Case law on alcohol and drug dismissals
    • Guidance on what to do


  • Social Media and Unfair Dismissal by: Employee Rescue £17.99

    By using this e-book you will have the tools to understand and address the different problems that can arise with the Internet, E-mail, Social Media and other electronic communication tools and applications.

    Social Media Dismissal

    Social media is a way of using the internet to interact and share business as well as personal interests with other people all over the world. The 3 main networking sites are Facebook, LinkedIn and Twitter. In addition to these main players there are various other platforms, blogs, forums and comment spaces on information websites. Suffice it to say that social media is huge and you are probably a user of one or more of these platforms. Together with emails and text messaging, the one thing they all have in common is that using them carelessly may cost you your job and worse.

    You can Tweet and re-Tweet, post status updates, like, comment and share opinions and information instantly with a national and global audience. The problem is that once it’s gone, it’s gone! There are no safeguards, you don’t know where that communication is going and unlike some e-mails, once you hit that button you have no way of recalling what you have sent. Even if you delete your account, the communication can be saved and shared. It remains permanently in the ether to come back and haunt you, when you least expect it.

    Using your personal social media account to share with “friends”, “followers” and “connections” can still cause problems at work because you have no control over who they share your communication and personal information with. Misuse or inappropriate use of social media, email and text messaging can create criminal and civil liability for you and your employer. Most criminal offences that can be committed by using words or images can be committed using social media, and the legal repercussions are the same as off-line activity. There is no specific regulation of social media, so existing employment, criminal, data protection and human rights laws apply.

    The Guide breaks down case law in a user friendly way so that you can easily apply cases to your particular situation.  It covers what you need to know, taking you quickly and simply through essential information on;

    • Your legal rights
    • Case law
    • Remedies and compensation
    • Templates
    • Information and guidance on the use of social media in employment


  • Surviving a disciplinary investigation at work by: Employee Rescue £17.99

    What is a disciplinary investigation?

    A disciplinary investigation is a fact-finding mission. No more and no less. The purpose is to find out on the balance of probabilities whether there is a case to answer. It is not an exercise to find out whether an employee is guilty or not. Workplace investigations can be carried out in a variety of situations, and not just in disciplinary action. Investigations happen for example where there are;

    • Matters of misconduct
    • Capability
    • Bullying and harassment
    • Absence
    • Grievances
    • Whistleblowing allegations

    You continue to have employment rights during the investigation.  The ACAS Code of Practice on Disciplinary and Grievance Procedures applies to any matters relating to discipline. Your employer has a legal duty to act reasonably and use a fair procedure. The ACAS Guide gives directions on what it is to act reasonably and fairly, and the duties are further developed by the Courts and Tribunals in case law.

    This e-book is your essential step-by-step guide to the workplace investigation process. It includes templates for witness statements and preparing your chronology. It does not just regurgitate generic information about internal investigation, but supplies you with directions on law and processes that you can apply to your own situation. The book has 61 pages of guidance which includes;

    Preparing your statement of defence
    Your rights in whistle-blowing investigations
    The allegations against you
    The investigation/fact-finding meeting
    Your right to confidentiality
    The evidence against you
    Witnesses and witness statements (including anonymous witnesses)
    Investigation of criminal offences at work

     


  • Surviving a workplace suspension by: Employee Rescue £17.99

    This e-book is your essential step-by-step guide to Suspension.  It provides you with information on your legal rights and remedies available to you…flip book over for more


  • The Disciplinary Hearing by: Employee Rescue £17.99

    Your Employer can discipline you for conduct, capability or some other substantial reason. This book provides all the information, templates and guidelines that you need to help you through the disciplinary hearing.

    What is a Disciplinary Hearing?

    A disciplinary hearing is a meeting facilitated by your Employer to discuss allegations against you and to give you an opportunity to respond to those allegations. Your Employer can discipline you for conduct, capability or some other substantial reason. S13 (4) Employment Relations Act 1999 says that a disciplinary hearing is a hearing which could result in the administration of a formal warning to a worker by his employer, the taking of some other action in respect of a worker by his employer, or the confirmation of a warning issued or some other action taken. In 48 pages, this e-book guides you through your legal rights throughout the process, with tips, templates and tactics on what to do and how to protect yourself.

    This guide gives you valuable guidance on the entire process. It is essential if you want to give yourself the best chance of a good outcome, and to have a strong employment tribunal claim or settlement if you should have to leave your job. The guide is your essential step-by-step guide to the Disciplinary Hearing Process. It is supplemented by free information on the I don’t want to lose my job section of the website. It covers everything you need to know, taking you quickly and simply through essential information on;

    • How to write your statement of defence
    • How to prepare for the disciplinary hearing
    • Your right to be accompanied
    • The evidence against you
    • The allegations against you
    • Witness Statements

    And much more……