Sometimes HR should be ashamed of itself
As a solicitor I get to see the whole panoply of good and best practice, but I also get to see the actions HR shouldn’t be proud of too. Over the last few years I’ve become increasingly angry at the way organisations see fit to treat other human beings and worry that...Things to consider when instructing an HR Consultant to deal with an Investigation
You need to document things properly when you’re instructing an external HR Consultant to deal with an Investigation. If I am acting for an individual where they’re subject to an investigation by someone outside of their organisation, the employer is often shocked...The role of HR in disciplinary situations – take care
It is undoubtedly the case that HR professionals are an organisation’s ‘go-to’ people when there is a disciplinary situation. However, recent case law shows us why it is very important that you maintain proper boundaries when providing advice and support to your...A reminder why it’s important to take staff complaints seriously when it comes to an allegation of sexual harassment
In a recent case that took place in the Leeds Employment Tribunal against Britannia Hotels Limited, an Employment Tribunal awarded £19,500 for injury to feelings to a waitress who had been subject to sex related harassment. An aggravating factor that the Tribunal took...If an employee raises a grievance but there are other procedures running in relation to them, do we have to stop that process to deal with the grievance?
This is a common question which will often arise as employees will often, for example, raise a grievance at the same time they are subject to a disciplinary process or put at risk of redundancy, perhaps alleging that the manager concerned is not acting in a fair...
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