Employment
- Employment conditions
- Transfer of Undertakings (Protection of Employment) Regulations (TUPE)
- Contracts, pay, redundancy, compromise agreements
- Grievance and disciplinary procedures
- Unfair and constructive dismissal
- Absence, long term sick due to stress
- Whistle blowing
Case Studies
Employment Dispute
Employment mediation, the claimant was instructed by the defendant to introduce candidates for the role of finance director with the defendant. It was agreed that there would be a 100% rebate of the introduction fee if the candidate (then under discussion) was in employment for less than 12 weeks and that the introduction fee would be the usual 25% with a further 5% payable if the candidate remained in employment for more than 12 weeks.
READ FULL CASE STUDY DOWNLOAD PDFEmployment Disputes
Employment mediation was entered into between an employer and ex employee who was being sued for libellous statements he published on his website about his previous employer. It was established that the ex employee was earmarked for a promotion, when this did not happen due to various reasons he resigned, shortly after which he started his own company, in direct competition to his previous employer.
READ FULL CASE STUDY DOWNLOAD PDF
Employment Mediation Services
Employment mediation services can tackle employment disputes early preventing the need for the expense, time and hassle of Court or an Employment Tribunal.
Employment mediation looks at repairing relationships between an employer and employee over issues such as employment conditions such as pay, contracts, grievance and discipline procedures, unfair and constructive dismissal. Dealt with quickly employment disputes can save considerable expense, time and stress, preventing wasted manpower, resources, a domino effect on external departments, such as, HR, management, unions, legal brought in with a view to assisting in resolving the dispute.
Employment mediation can prevent an employment dispute of any nature getting to a point of no return where relationships cannot be fixed and end up before a Court or Employment Tribunal.
Mediation & the Employment Act 2009
In 2007 Michael Gibbons wrote a review of employment dispute resolution and in April 2009 a new Employment Act came into force, encouraging the use of mediation in the workplace, highlighting the benefits of mediation rather than expending the time, cost and stress of going through an Employment Tribunal.
Case Studies
Employment Dispute
Employment mediation, the claimant was instructed by the defendant to introduce candidates for the role of finance director with the defendant. It was agreed that there would be a 100% rebate of the introduction fee if the candidate (then under discussion) was in employment for less than 12 weeks and that the introduction fee would be the usual 25% with a further 5% payable if the candidate remained in employment for more than 12 weeks.
READ FULL CASE STUDY DOWNLOAD PDFEmployment Disputes
Employment mediation was entered into between an employer and ex employee who was being sued for libellous statements he published on his website about his previous employer. It was established that the ex employee was earmarked for a promotion, when this did not happen due to various reasons he resigned, shortly after which he started his own company, in direct competition to his previous employer.
READ FULL CASE STUDY DOWNLOAD PDF