Mr Nobody (Monkey_Junkie_No1)
@l0alvpkbdbghejse
Joined Sep 6, 2023
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www.thehrdirector.com/legal-updates/legal-updates-2023/sunsetting-fragmentation-tupe-drafting-2023/
Nov 23, 2023
3
www.trowers.com/insights/2021/march/tupe-and-fragmentation-a-change-of-approach
Nov 23, 2023
1
www.legislation.gov.uk/uksi/2006/246/regulation/3
Nov 22, 2023
5
www.brownejacobson.com/insights/fragmenting-employment-contracts
Nov 22, 2023
12
www.birkettlong.co.uk/site/library/legalnews/TUPE_what_is_an_organised_grouping_of_employees.html
Nov 22, 2023
1
www.legislation.gov.uk/uksi/2006/246/regulation/4
Nov 22, 2023
1
gateleyplc.com/insight/article/tupe-and-service-provision-changes-key-considerations/
Nov 22, 2023
2
www.pinsentmasons.com/out-law/news/employees-must-be-part-of-a-deliberate-grouping-to-transfer-under-tupe--tribunal-says
Nov 22, 2023
4
www.employmentsolicitor.com/tupe-transfer-employee/
Nov 21, 2023
6
online.hbs.edu/blog/post/business-analytics-examples
Nov 12, 2023
1
www.pinsentmasons.com/en-gb/out-law/analysis/implications-of-relying-on-flawed-workplace-investigations
Nov 12, 2023
25
www.pinsentmasons.com/en-gb/out-law/news/uk-supreme-court-backs-worker-friendly-underpayment-ruling
Nov 12, 2023
12
www.ciphr.com/advice/a-guide-to-getting-employee-relations-right/
Nov 12, 2023
10
www.blaze.tech/post/unraveling-the-true-cost-of-onboarding-a-new-employee
Nov 12, 2023
1
www.cipd.org/uk/the-people-profession/careers/roles/employee-relations/
Nov 12, 2023
3
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
8
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
9
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
6
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
3
www.cipd.org/uk/the-people-profession/meet-the-people-professionals/day-in-the-life-employee-relations-specialist/
Oct 26, 2023
5
www.reddit.com/r/ITCareerQuestions/comments/nzbbvc/how_do_you_get_your_resume_to_beat_the_applicant/
Oct 21, 2023
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www.thrivelaw.co.uk/2023/09/27/types-of-leave-balancing-professional-and-personal-needs/
Oct 19, 2023
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www.thrivelaw.co.uk/2023/09/26/what-does-the-workers-predictable-terms-and-conditions-bill-mean-for-zero-hours-contracts/
Oct 19, 2023
2
www.hrgrapevine.com/content/article/2023-10-06-what-does-this-new-trend-mean-and-who-is-likely-to-do-it
Oct 19, 2023
3
www.hrgrapevine.com/content/article/2023-10-17-feuding-colleagues-cause-nearly-half-of-all-workplace-grievances
Oct 19, 2023
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teambuilding.com/blog/zoom-games
Oct 4, 2023
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organisemyhouse.com/longtermplanshorttermgoals/
Sep 22, 2023
7
organisemyhouse.com/how-to-live-a-balanced-life/
Sep 22, 2023
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organisemyhouse.com/how-to-create-a-5-year-plan/
Sep 22, 2023
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www.city-academy.com/salsa-taster
Sep 14, 2023
1
the employer should get somebody who's not involved in the case to carry out the investigation, for example another manager or someone from HR.
Where possible, a different person should handle each step of the disciplinary procedure that's needed:
Where possible, the employer should assign a more senior person to handle the disciplinary hearing and outcome than the person assigned to the investigation
start by making an investigation plan.
A clear plan can help to:
This is unless the employer thinks there is a risk that the employee might tamper with evidence or influence witnesses. In this case, the employer should wait until there is less risk of this.
It's important for employers to consider the wellbeing and mental health of their employees and offer support where needed.
If an employer feels they need to suspend someone, it's important to consider: