Health and Safety Dismissalby: Employee Rescue
Health and Safety Dismissal Did you know that Section 100 and Section 44 of the Employment Rights Act 1996 give you protection from dismissal for health and safety reasons? The EU Workplace Health and Safety Directive (89/391/EEC) sets out general principles on measures to protect the safety and health of workers while at work. The […]
Health and Safety Dismissal
Did you know that Section 100 and Section 44 of the Employment Rights Act 1996 give you protection from dismissal for health and safety reasons? The EU Workplace Health and Safety Directive (89/391/EEC) sets out general principles on measures to protect the safety and health of workers while at work. The Health and Safety Dismissal Guide is your essential step-by-step guide to your rights. It contains critical information on automatically unfair dismissals, your rights under the Employment Rights Act including health and safety law as well as taking your case to ACAS Conciliation and the Employment Tribunal. This book covers what you need to know, taking you quickly and simply through essential information on;
Your Employer’s duty of care
Your legal rights
Remedies available to you
The latest information on health and safety dismissal
Guidance on what to do
How to write a grievance about bullying and harassment at work by: Employee Rescue £25.00
This guide provides in depth direction on writing a grievance about bullying and harassment at work. It shows you how to escalate breaches of policy and employment law, strategies and issues of limitation that you need to be aware of.
What is a grievance?
The ACAS Code defines grievances as “concerns, problems or complaints that employees raise with their employers”. You can raise a grievance about things like your terms and conditions of employment, health and safety, workplace relationships, new working practices, organisational changes, equality, discrimination, bullying and harassment, and whistleblowing. Always try to resolve problems informally before raising a grievance.
Bullying and harassment
ACAS defines bullying as “offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means intended to undermine, humiliate, denigrate or injure the recipient. Bullying or harassment may be by an individual against an individual (perhaps by someone in a position of authority such as a manager or supervisor) or involve groups of people. It may be obvious or it may be insidious. Whatever form it takes, it is unwarranted and unwelcome to the individual.”
There is not a single piece of legislation that deals directly with bullying and harassment at work, but there are many laws that can provide you with a remedy for bullying and harassment. Unfortunately, most of the legal framework does not prevent bullying, but rather provides you with compensation after you have been bullied.
Under section 26 of the Equality Act 2010, harassment is defined as unwanted conduct that has the purpose or effect of violating the dignity of people in the workplace or of creating an intimidating, hostile, degrading, humiliating or offensive environment. To be protected under the Equality Act 2010, the harassment must be related to a protected characteristic. Harassment includes bullying if it relates to one of the protected characteristics listed above. Even if the harassment does not relate to a protected characteristic, you are protected by the Protection from harassment Act 1997.
This guide provides you with critical information on your legal rights, with templates and tactics to help you raise a grievance about bullying and harassment, as well as the stress that it causes.
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……
How to survive a criminal charge, conviction or caution at work by: Employee Rescue £9.99
You can be disciplined and ultimately lose your job for criminal offences occurring at work and outside work. This guide takes you through your rights and the options available to you in such a situation.
Criminal charge, conviction, caution or police investigation
If you have received a criminal charge, conviction, been cautioned or are the subject of a police investigation at work, then this is the guide for you. ACAS says that just because you are charged with or convicted of a criminal offence, received a caution or are the subject of a police investigation, is not enough in itself for disciplinary action to be taken against you. Your Employer needs to consider the impact of the charge or conviction on your ability to do the job, and whether the charge or conviction impacts on your work relationships and/or customers.
If the outcome of your Employers investigation shows that some disciplinary action is necessary, your employer does not have to await the outcome of prosecution before starting the disciplinary procedure. The police should not be asked to conduct any investigation on behalf of your employer, neither should they be present at any meeting or disciplinary meeting.
This e-book provides you with essential information and guidance on;
- Your right to silence
- How to deal with a charge or conviction
- How to deal with custody or remand
- Frustration of contract
And much more.
How to use the discrimination questions procedure by: Employee Rescue £29.99
Asking discrimination questions through the Questions Procedure is a way of getting information from your Employer about discrimination you have suffered at work. It is important for gathering evidence to support your case….flip the book for more