Surviving a workplace suspensionby: Employee Rescue 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
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
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
How to write a grievance about the behaviour of a colleague, manager or supervisor by: Employee Rescue £9.99
This Guide provides in depth direction on writing a grievance about the behaviour of a colleague, manager or supervisor. 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.
Complain about the behaviour of a colleague, manager or supervisor
This guide shows you how to write a grievance about behaviour that you are unhappy with, which is not as serious as bullying and harassment but is causing you to have problems at work. It helps you lay the foundations for discussions about the behaviour, whilst at the same time formalising your complaint in order to protect you position if matters do not improve. Perhaps your manager or supervisor is making you work in a way that is causing you problems within your team or you have problems with a colleague’s attitude, or capability for the job. Where the grievance is against your line manager, you should approach another manager or raise the issue with your HR department if there is one.
How to prepare your schedule of loss for the Employment Tribunal by: Employee Rescue £29.99
This guide helps you to prepare your Schedule of Loss (also called the Statement of Remedy). It is very important for your Employment Tribunal claim since it tells the Judge how much you think you should be paid if you are successful……flip the book over for more
ET1: Non-payment of Holiday Pay on termination by: Employee Rescue £49.99
Your employment tribunal claim sets the legal and factual basis of your claim. This e-book provides a template and other resources for a claim where your employer refuses to pay your accrued holiday after you have left the job….. flip the book for more