Recent content by Rubestuesday

  1. Rubestuesday

    Disciplinary confidentiality

    But anyone reading this thread to get correct info would now whereas before the advice was rather iffy!
  2. Rubestuesday

    Protected conversation (appreciate any prompt responses as directors want to act today!!)

    Hi, this may be late and I am an employment law goody two shoes. Any disciplinary has to follow a fair process (i.e. You cannot enter into such a process with your mind made up). A tribunal will check whether your fair process conforms to the ACAS Code of Practice. Stated case known as 'Polkey'...
  3. Rubestuesday

    Does TUPE apply when leaseholders acquire RTM - the Right To Manage - from a freeholder?

    Your question is ambiguous. TUPE applies to employment law i.e. You work as a cleaner for company who has a contract for X years for a particular site. You are employed to clean that site only. When the company changes because X years have passed & new company won contract because they tendered...
  4. Rubestuesday

    Disciplinary confidentiality

    It is not extortion to point out that your boss has dealt with the issue unfairly and unprofessionally. There is no justification if a boss discusses these type of things to gossip/punish/ridicule/or serve as a warning to others. Not acceptable!
  5. Rubestuesday

    Disciplinary confidentiality

    This reply is seriously late but I feel compelled to respond. LimHR is correct. There are laws that protect your confidentiality. In UK Employment Law, there has to be a fair process & confidentiality is key. The fair process is described in the ACAS Code of Practice. If a company does not...
See more
Top Bottom
Community
Articles
Menu