The tips below should be followed when workers are underperforming in order to minimise the risk of the relationship between the worker and the company being deemed to be one
Do you have all the information you need about the worker, including full name, home address and telephone number, and emergency contact details?
1. Is the request in writing? 2. Are you satisfied about the identity of the person making the request? If not, determine what additional information you require and
Identify the reason for redeployment
Does the case fall within the remit of the scheme i.e. is the claim about unfair dismissal or flexible working?
Transferors are obliged under the TUPE Regulations to provide certain information to, and in some circumstances consult with, appropriate representatives of any employees who might be affected by the TUPE
Read the Disciplinary Procedure. Has the employee been invited to attend the disciplinary meeting, been given all the relevant information ahead of the meeting, been clearly advised, in writing,
1. Have you taken the complaint seriously and treated it sensitively and tactfully? Do not dismiss complaints because you think they are trivial (it may be the last straw) or because
1. Do you employ less than 50 people? If so, the Information and Consultation of Employees Regulations 2004 ("the Regulations") do not apply to your organisation. 2. If the Regulations do not apply
Will the claim be settled via an ACAS conciliation officer or a compromise agreement? ACAS may help if a claim has already been brought in an employment tribunal.If a compromise