Mr Nobody (Monkey_Junkie_No1)
@l0alvpkbdbghejse
Joined Sep 6, 2023
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www.citizensadvice.org.uk/work/discrimination-at-work/discrimination-at-work/checking-if-its-discrimination/if-youre-being-harassed-or-bullied-at-work/
Dec 12, 2023
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www.acas.org.uk/bullying-at-work
Dec 11, 2023
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www.acas.org.uk/handling-a-bullying-discrimination-complaint/supporting-employees
Dec 11, 2023
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www.acas.org.uk/handling-a-bullying-discrimination-complaint/dealing-formally
Dec 11, 2023
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www.acas.org.uk/handling-a-bullying-discrimination-complaint/dealing-informally
Dec 11, 2023
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www.acas.org.uk/handling-a-bullying-discrimination-complaint
Dec 11, 2023
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www.aihr.com/blog/hr-data-analysis-excel/
Dec 10, 2023
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pingax.com/understanding-data-analytics-project-life-cycle/
Dec 10, 2023
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www.aihr.com/blog/create-skills-matrix-competency-matrix/
Dec 6, 2023
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www.thehrdirector.com/legal-updates/legal-updates-2023/sunsetting-fragmentation-tupe-drafting-2023/
Nov 23, 2023
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www.trowers.com/insights/2021/march/tupe-and-fragmentation-a-change-of-approach
Nov 23, 2023
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www.legislation.gov.uk/uksi/2006/246/regulation/3
Nov 22, 2023
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www.brownejacobson.com/insights/fragmenting-employment-contracts
Nov 22, 2023
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www.birkettlong.co.uk/site/library/legalnews/TUPE_what_is_an_organised_grouping_of_employees.html
Nov 22, 2023
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www.legislation.gov.uk/uksi/2006/246/regulation/4
Nov 22, 2023
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gateleyplc.com/insight/article/tupe-and-service-provision-changes-key-considerations/
Nov 22, 2023
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www.pinsentmasons.com/out-law/news/employees-must-be-part-of-a-deliberate-grouping-to-transfer-under-tupe--tribunal-says
Nov 22, 2023
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www.employmentsolicitor.com/tupe-transfer-employee/
Nov 21, 2023
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online.hbs.edu/blog/post/business-analytics-examples
Nov 12, 2023
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www.pinsentmasons.com/en-gb/out-law/analysis/implications-of-relying-on-flawed-workplace-investigations
Nov 12, 2023
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www.pinsentmasons.com/en-gb/out-law/news/uk-supreme-court-backs-worker-friendly-underpayment-ruling
Nov 12, 2023
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www.ciphr.com/advice/a-guide-to-getting-employee-relations-right/
Nov 12, 2023
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www.blaze.tech/post/unraveling-the-true-cost-of-onboarding-a-new-employee
Nov 12, 2023
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www.cipd.org/uk/the-people-profession/careers/roles/employee-relations/
Nov 12, 2023
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www.cipd.org/uk/the-people-profession/the-profession-map/explore-the-profession-map/specialist-knowledge/employee-relations/
Nov 12, 2023
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www.aihr.com/blog/best-practices-upskill-workforce/
Nov 7, 2023
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www.truthlegal.com/dismissal-by-reason-of-misconduct/
Nov 7, 2023
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www.acas.org.uk/investigations-for-discipline-and-grievance-step-by-step/step-3-carrying-out-an-investigation
Nov 3, 2023
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www.acas.org.uk/investigations-for-discipline-and-grievance-step-by-step/step-2-preparing-for-an-investigation
Nov 3, 2023
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webcache.googleusercontent.com/search?q=cache:tpbgwLHSvykJ:https://towardsdatascience.com/the-data-analyst-learning-roadmap-for-people-who-hate-math-c2d7b96cc488&hl=en&gl=uk&client=safari
Nov 1, 2023
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www.forbes.com/sites/toddnordstrom/2023/10/13/why-employee-recognition-doesnt-work-my-confession-as-a-so-called-expert/?sh=4d14a65e2fc2
Oct 27, 2023
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www.thrivelaw.co.uk/2023/06/28/working-from-abroad/
Oct 27, 2023
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www.thrivelaw.co.uk/2020/07/21/update-employment-status-hairdresser-wins-landmark-case/
Oct 27, 2023
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www.thrivelaw.co.uk/2022/07/28/holiday-pay-12-07-of-annual-earnings-calculation-should-not-be-used-for-part-year-workers/
Oct 27, 2023
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www.reddit.com/r/humanresources/comments/9jmlu8/he_said_she_said_quite_common_in_hr_employee/
Oct 26, 2023
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www.reddit.com/r/humanresources/comments/nc0dyg/serious_to_those_who_do_employee_relations_how_do/
Oct 26, 2023
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www.cipd.org/uk/the-people-profession/the-profession-map/explore-the-profession-map/specialist-knowledge/employee-relations/?_gl=1*1hjvxkd*_ga*OTY5NjI3NS4xNjc0MjEwMTc5*_ga_D9HN5GYHYY*MTY3NzAwMjM1NS4yNDUuMS4xNjc3MDAyNjA3LjYwLjAuMA..
Oct 26, 2023
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www.cipd.org/uk/the-people-profession/meet-the-people-professionals/day-in-the-life-employee-relations-specialist/
Oct 26, 2023
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www.reddit.com/r/ITCareerQuestions/comments/nzbbvc/how_do_you_get_your_resume_to_beat_the_applicant/
Oct 21, 2023
1
Workplace investigations are typically – and should be – reserved for serious matters, such as those involving:
A defective investigation may have adverse reputational and financial consequences for an employer.
In applications involving unfair dismissal, the FWC will make its own decision about any misconduct that founded the decision to dismiss.
After a week-long investigation, Opal concluded that Kumar did not follow the LOTO procedure and dismissed him for serious misconduct.
The FWC found that Opal did not have a valid reason for Kumar’s dismissal and held that the dismissal was unfair.
unreliable records
leading questions
Questions to that effect were leading and improper
deemed admissions
The FWC found that the statements, in context, could not amount to admissions of a breach
failure to provide relevant material
The investigator did not do so until after he had concluded Kumar breached the LOTO procedure
reliance on Kumar's failure to cooperate
reliance on previous misconduct
Kumar wasn’t given any opportunity to discuss the previous LOTO breaches nor was he made aware that they were being considered
inferences
critical mistakes
The FWC found this “showed a concerning lack of attention to detail” given the seriousness of the allegations.
At a minimum, this means the investigator must have the skill, experience and capability to:
make well-founded and accurate decisions about evidence
understand the appropriate standard to which an accused is held
clearly and succinctly synthesise all of the allegations against an accused person
interview witnesses and ask appropriate questions
comply with any mandated procedure for the investigation
draft an investigation report