Ok, so we did the Conducting a Disciplinary Procedure – Back to Basics article back in November with the trickier aspects to follow but we have been exceptionally busy over the past few months so we are only getting an opportunity to add the second instalment now. We have looked at 6 areas namely confidentiality, surveillance, witness anonymity, failure to attend, stress-related illness and criminal investigations.
The Christmas period is now in full swing and for many employers it will involve organising time off for staff and of course the obligatory Christmas party. Competing annual leave requests and alcohol-fuelled incidents at the Christmas party can create issues for employers so we have decided to produce some guidance in relation to both issues.
Initially the remit of this article was to look at some of the tricky issues that can arise when conducting a disciplinary and dismissal procedure however over the past number of months we have seen some howlers by employers. Therefore, we thought it would be worthwhile to go back to basics and provide a note explaining how to carry out a disciplinary procedure in a fair and thorough manner with a follow up article coming next week looking at some of the common problems that can arise for employers.
Gareth McCay from McCay solicitors takes a look at the new statutory shared paternity leave and pay legislation.
The Work and Families Act (Northern Ireland) 2015 will come into effect in early April 2015. The new legislation will entitle eligible mothers of babies born on or after 5 April 2015 to volunteer to end their maternity leave and/or pay early to create leave and pay which they can then share with the child’s father or their partner as Statutory Shared Parental Leave (“SSPL”) and Statutory Shared Parental Pay (“SSPP”).