Employment Practice

When an employee has a concern or grievance and as a part of the disciplinary procedure, there should be a means by which such grievances and appeals can be examined. The right of appeal and/or opportunity for an employee to have a grievance heard by someone other than the person against whom the grievance may be lodged, should be obvious. Under the Employment Act 2002 employers must provide a grievance procedure. In this way, not only can the employee's voice be heard, but it can provide a defence against harassment, victimisation and bullying, prejudicial behaviour, favouritism and bias, and be seen as an important aspect of the employers' commitment to DIGNITY AT WORK. The principles of a grievance procedure are that it should provide details of: how to notify the concern or (if it arises from the application of the disciplinary procedure) the appeal; who to appeal to and, should it be rejected by them, details of the next and any further stages; time limits that apply regar

First Aid is action carried out by laypersons to preserve life pending attendance by a trained medical practitioner. Employers should stipulate that those carrying out first aid should never initiate action which goes beyond the limits covered by this definition. As well as providing assistance in the event of injury, etc., employers are also required to notify appropriate authorities under RIDDOR (the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations) of all reportable incidents affecting everyone on their sites whether employed or visiting. The 1995 revision of the regulations requires employers to report acts of non-consensual physical violence done to a person at work. Legal Obligations Under the Health & Safety (First Aid) Regulations 1981 (and the revised code of practice issued in 1997) (available from Health & Safety Executive, PO Box 1999, Sudbury, Suffolk CO10 6FS - Tel 01787 881165) an employer is obliged to provide: suitable first aid staff and s

1. Where such a comprehensive policy is deemed unnecessary (or where there is a need to give addition or specific advice regarding accepting gifts and/or hospitality) a policy such as the following may be appropriate. 2. The [company] operates under known and advertised terms of business and, unless there are specific reasons and the negotiation has board approval, will not alter such terms. 3. The [company] insists that at all times the highest standards of service are given to every customer and supplier. It expects similar treatment from its suppliers. Accordingly, there should be no need for any marks of appreciation to be either given or received regardless of whether such appreciation is made in money, kind or other items of value. 4. Without exception, gifts of money may not be either given or received and in such event, any employee found culpable of either giving or receiving cash will be regarded as in breach of the [company's] rules in a matter of gross misconduct, and d

One of Toyota's senior car engineers died from working too many hours, a Japanese labour bureau has found. The 45-year-old man was developing a hybrid version of Toyota's successful Camry line at the time of his death. In the two months leading up to his death, the man averaged more than 80 hours of overtime per month, his wife's lawyers said. Workers in Japan often put in very long hours and "sudden death from overwork" is referred to as karoshi. The ruling will allow his family to collect benefits from his work insurance, his wife's lawyers said. The worker, whose name was not given, regularly worked nights and weekends and was frequently sent abroad. He died of ischemic heart disease in January 2006. In a statement, Toyota offered its condolences and said it would monitor the health of its employees. Workplace stress is common all over the world, but it is a huge problem in Japan, where karoshi was first recognised as a phenomenon in 1987. Last year, a cour

The Organisation operates under high quality standards - both of products and of service, and requires these to be adhered to at all times in all its dealings. No-one working for, or employed by or providing services for, the [Organisation] is to make, or encourage another to make, any personal gain out of its activities in any way whatsoever. Any person becoming aware of a personal gain being made in defiance of this policy is required to notify [name]. Provided there are reasonable grounds for such suspicion, the position and identity of the person reporting the matter will be protected. Anyone placed in a position where they feel that they could make a personal gain should notify [name]. Other than properly authorised trade and retail promotions, no inducement may be given to any customer or outlet to encourage them to place an order for, or take any product or service offered by, the Organisation. Customers may be entertained whilst discussing terms at places and to the limits laid

A. Safety Rights An employee is entitled: to a workplace that is both physically safe and with protection against discrimination, harassment, bullying etc.; to be medically suspended on pay (for a maximum of 26 weeks - and not to be unfairly dismissed in this period) for a condition specified in ERA section (64)(3); to be suspended on pay if, when pregnant, the normal place of work poses a risk to her and/or her unborn child, and no suitable alternative work can be found; not to be forced to work more than 48 hours a week (averaged over a 17 week period); a right that can be waived by an employee by signing an individual 'opt out'; and to be consulted regarding matters affecting their safety. B. Contract Rights An employee is entitled to: a statement of terms of employment within 8 weeks of joining; an itemised pay statement; one week's notice of termination of contract for every year's service up to a maximum of 12 weeks (unless the contract grants greater rights); be