Workplace disputes can be a distraction to any employer. They will either be disputes between two employees or you and an employee(s). They are hugely time consuming in terms of lost productivity, investigations, grievances etc. With any workplace disputes, there is also the ultimate risk of an Employment Tribunal, which will only result in further wasted time and money.
Workplace mediation is a mechanism by which workplace disputes can be quickly resolved. While mediation can be undertaken internally, it is more common to use the services of a neutral third party who will facilitate negotiations and discussions between the parties in dispute.
We can offer a trained mediator to assist with workplace mediation. If successful, it will help minimise issues with, or amongst, your staff; helping you to increase your productivity and avoid the expense of going to an Employment Tribunal.
Any mediation is strictly confidential so ideal for resolving workplace disputes. It usually results in the parties agreeing to work together in a particular way. By identifying what the parties want, the mediator can not only bring the parties together, but can also help improve the relationship between the parties; creating a lasting solution for the benefit of all.
Any agreement reached is binding upon the parties. The agreement is reached by the parties, to suit their particular interests and avoids a Judge imposing a decision, which may suit neither.
Should agreement not be achieved, then the parties are not prejudiced and they can continue to battle between themselves until a decision is made for them.
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On Thursday 5 November 2020, the Chancellor announced that the furlough scheme is to be extended until the end of March 2021. During this period you will be able to claim up to 80% of an Employees salary up to a cap of £2500.
The Chancellor announced over the weekend that the Coronavirus Job Retention Scheme (CJRS) that was due to end on 31st October will be extended until 2nd December. The level of support available under the extended scheme will mirror that of what was available under the CJRS in August, with the Government paying 80% of wages up to a cap of £2,500.
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Downs Solicitors is pleased to play a small part in helping to raise awareness of a new and important piece of employment law that is coming into force in April 2020. The Parental Bereavement Leave and Pay Regulations will be known as Jack’s Law. This is in memory of Jack Herd who died in 2010 and whose mother, Lucy, has campaigned tirelessly ever since for mandatory leave for grieving parents.
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Right-to-work checks and dismissal have always posed a challenge to employers. Recent inconsistent Employment Appeal Tribunal (EAT) judgments have exacerbated the difficulties. What is an employer to do? Head of Immigration, Samar Shams recent article in the Employment Law Journal goes back to basics and extracts the most important lessons from the muddled judgments.
To follow up on a couple of recent news stories relating to flexible work, for employers thinking of adopting change, you will also need to know how to effectively manage a more flexible workforce.
It seems the debate about “working hours” rages on. We recently wrote a blog about how working hours have changed and that people are moving towards much more flexible models.
Despite Dolly Parton's smash hit, it seems that just 6% of working people are sticking to the traditional 9-5 shift pattern, according to a recent survey by YouGov.