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 […]
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
The E-book shop has employment law guides available to download. The books provide you with information, templates, how-to’s, and insider tips so that you know as much, if not more than your employer about the legal aspects of your case, and options available to you. We also have templates of Employment Tribunal claims to help you present your case properly to the Employment Tribunal and maximize your chances of winning your claim
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;
The guide provides in depth direction on writing your grievance including explanations of the law. It shows you how to draft a compelling grievance and includes templates and precedents for different types of grievance.
The ACAS Code of Practice on Discipline and Grievance Procedures sets out the recommended procedure when dealing with grievances. It is accompanied by the guide to Discipline and Grievances at work, which provides directions for you and your employer on addressing a grievance at work. The ACAS Code says that a grievance is a concern, problem or complaint that you can raise with your employer. It provides a list of issues that may cause grievances including;
terms and conditions of employment
health and safety
work place relationships
bullying and harassment
new working practices
You may also have a problem with a client or a customer. The ACAS Guide says that these should be treated in the same way as grievances within the organisation. This list is not exhaustive, and the definition is so wide that it covers almost all issues that you could have with your employer. The Code applies equally to management and employees. You should always try to resolve problems informally before raising a grievance.
Everyone will tell you that you have no hope if you are dismissed whilst on probation. This is not true. Many people simply give up because of this myth. If you don’t have a fortune to spend on legal advice then just use this guide…..flip book over for more
This guide provides in depth direction on writing a grievance about unauthorised deductions from your wages or salary. 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.
It is an implied term of your employment contract that your employer will pay your wages. In return, you must be ready and willing to perform all of your obligations under the employment contract. Generally, it does not matter whether there is any work for you to do. You are still entitled to pay if you are unable to work through no fault of your own. You and your employer are free to make any legal arrangements on pay, but your wages must not be less that the National Minimum Wage if you are under 25 or the National Living Wage if you are over 25. You are not entitled to pay for any period of time when you can work, but refuse to work.
Part 2 of the Employment Rights Act 1996 (ERA 1996) gives you protection against unlawful deductions from wages. This protection extends to those working under a contract of employment, apprentices and individuals who are undertaken to personally perform work or services. If you think you have been underpaid, or that your employer has made an unlawful deduction from your wages, use this guide to understand your rights before taking any action.
This guide includes explanations of current relevant case law and legal terms. It shows you how to frame a grievance specifically about unauthorised deductions from your wages or salary, explain the net amount you believe that you are owed and on what basis you are making the claim.
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;