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  • Newsletter - Redundancy: time off to look for work
    Where you give a long-serving employee notice of redundancy, they are entitled to reasonable time off to look for a new job. We’ve added provisions to our Redundancy Policy covering this. What do they say?
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  • Newsletter - Temporary shutdowns: can you enforce annual leave?
    It’s quite possible that you might have to shut your workplace temporarily at short notice due to coronavirus or other business needs. How have we amended our Holidays Policy to help you if this happens?
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  • Newsletter - A workplace social distancing reminder
    Following the easing of the lockdown, many employees have now returned to their workplaces. For those who have returned, social distancing should be maintained. How can you remind staff about this?
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  • Newsletter - The GDPR and workplace coronavirus testing
    Where you want to carry out temperature checks or coronavirus tests on staff you must comply with the GDPR and its principles. We’ve amended our GDPR Privacy Notice for Staff to cover the position here. What’s been added?
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  • Newsletter - Returning an ex-employee’s personal property
    If an employee leaves without taking all of their personal items, possibly those in a designated desk or locker, send our Letter to Ex-employee About Personal Belongings. What does it say?
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  • Newsletter - The remedy for breaching a confidentiality clause
    The High Court has ruled that an employee’s breach of a confidentiality clause in a settlement agreement didn’t release the employer from its obligations. How have we amended our own Settlement Agreement to counter this issue?
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  • Newsletter - Grievance meetings - employee a repeated no show
    If an employee fails to turn up to a pre-arranged grievance meeting without any reason or explanation, issue our new Failure to Attend Grievance Meeting Letter to address the situation. What have we made clear?
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  • Newsletter - Q&A - insufficient holiday for a shutdown
    Q&A - insufficient holiday for a shutdown..Q. If an employee has insufficient annual leave remaining in our current holiday year to cover a temporary workplace shutdown, can we require them to use leave from the next holiday year’s entitlement? A. Workers are entitled to a minimum of 5.6 weeks’ annual leave in each holiday year. Whilst the Working Time Regulations 1998 (WTR) permit you to agree (in writing) with a worker that they can carry forward 1.6 weeks of this untaken entitlement into the following...
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  • Newsletter - Q&A - any right to appeal?
    Q&A - any right to appeal?..Q. If an employee fails to attend a grievance meeting and it goes ahead in their absence, do they still need to be given a right of appeal if their grievance is rejected or only partly upheld? A. The right to appeal is a key part of the Acas Code of Practice on Disciplinary and Grievance Procedures which applies regardless of whether the employee attended the grievance meeting or not. Where the employee does appeal, they should let you know the written grounds for their appeal...
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  • Documents - GDPR restriction of processing request form
    GDPR restriction of processing request formOne of the data subject rights in the GDPR is to obtain restriction of processing of their personal data. Our form provides a straightforward way for them to make a request for this.The statutory rightUnder the GDPR, an individual can require you to restrict processing of their personal data where any one of the following applies:the individual contests the accuracy of the personal data - in this case, the processing is then restricted for a period to enable you to...
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