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Q: One of my employees has recently suffered from a serious illness and his work is suffering because of it. What should I do?
A: If your employee is unable to take the workload, it is recommended that you make an adjustment in his schedule within reason so that it is easier on the employee. If you attempt to fire him simply because of his illness, this will be seen as discrimination.
An employee claiming against my company for industrial injury wants to return to work with a lighter workload, but has refused the duties offered because we are unable to give her enough hours. I have a doctor's report stating that she cannot return to her original job and there are no reasonable adjustments I could make to allow her to do so. What should I do?
read moreI run a marketing team and a delivery arrived in the last working hour of the day containing £5,000 worth of tobacco. The delivery came from Belgium, had an unrecognisable name on it and was marked as books. I believe it may have bypassed customs. I told security to inform me if anyone came to the desk to ask for the package. A marketing manager attempted to pick the package up, after which I called her in and asked why she had made the order. She looked into the package and stated that it was nothing to do with her. What should be done about his situation?
read moreA disciplinary hearing was held in the employee’s absence this evening. At the request of the employee, two other employees attended as witnesses and they were questioned with regards to their statements. After the meeting I considered all the allegations and documentation, and I have reasonable belief that the allegations made against him are true. I believe it to be gross misconduct, and I have decided to dismiss him. I’ve drafted a letter to advise the employee of my decision...do I need to do anything else?
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