Issues we’ve dealt with before
Our advice line is open 24/7, so our 2911 clients in the manufacturing industry can call us whenever they need our help. Most cases take us less than a day to solve.
Here are some of the issues we’ve helped resolve:
“I want to introduce random drug testing.”
Before you start carrying out drug tests, you’ll need a drug test policy. This will help prevent individual employees from thinking you’re singling them out.
We can help you draft a clear, legally binding policy. This would outline your reasons for carrying out the tests, and the consequences of testing positive.
“I’ve received a complaint that a manager has been making inappropriate comments. What should I do?”
The manager’s comments could be classed as harassment.
We’ll come to your premises and help you carry out a thorough investigation. If we find that the manager’s behaviour has gone against your harassment policy—which we can also help you draft—we’ll hold a disciplinary meeting on your behalf.
You would then decide the next step—perhaps a stern warning, or requiring them to have equality training.
Two employees got into a fist fight at work. Can I dismiss them?
In short, yes. Fighting at work can be seen as gross misconduct, and could even breach health & safety rules.
But before you take action, we could mediate between you and the employees to find out exactly what happened. This will allow them to talk freely and feel like they’re being listened to.
One of them may have had a spotless record before the fight, so an instant dismissal may lead to a tribunal claim.
A member of my team is consistently failing to meet targets. How do I manage this?
The first step is to find out why the employee is struggling. We can help you conduct a capability review, where we:
- Ask the employee what the problem is
- Let them know they aren't meeting targets
- Give them a performance improvement plan that gives them a reasonable amount of time to improve
- Ensure they get all the necessary training and support
If they fail to improve, we can repeat the above steps. However, if they continue to lag behind, this could result in a fair capability dismissal.
One-off comment ruled as sex discrimination
A company asked a female employee to move to another site. She didn’t want to move to the new workplace, because it meant she’d be working with colleagues who she’d complained about in the past.
While discussing this with her manager, she became upset. In a misguided attempt to reassure her, he said, “Women take things more emotionally, while men tend to forget things and move on.” Because of this comment, the employee went off sick with stress, and the company dismissed her.
At the tribunal, the judge ruled that the manager’s one-off comment constituted sex discrimination. Since the employee suffering a mental breakdown after the comment, the judge awarded her £360,000.