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The claimant may have not exhausted the grievance procedure. The claimant may have missed the three-month deadline. The employer could offer the claimant a new job to try to stop the clock ticking on liability for loss of earnings (not likely to work if unsuitable or amounting to an invitation to work in a hostile environment).
A letter dated May 19, 2011, advised Ms. Wilson that she would be terminated due to the sale of a sector of the business that made several existing positions within the company superfluous. [ 12 ] Prior to termination, Ms. Wilson, through her doctor had requested time off of work, dated March 7, 2011, in order to heal a recurring back issue.
Although Acas is largely funded by the Department for Business and Trade, it is a non-departmental public body, governed by an independent council that is responsible for determining Acas's strategic direction, policies and priorities, and ensuring that its statutory duties are carried out effectively. This allows Acas to be independent ...
Except when ACAS have been involved and arranged a COT3 settlement, COT3 being the name of the form used, [5] compromise agreements are the only means whereby an employee can waive statutory claims such as unfair dismissal, discrimination or entitlements to a redundancy payment. [6]
Section 10 creates a right for employees to be accompanied to disciplinary or grievance meetings by a companion of their choice provided that the chosen companion is a member of one of the following categories: a paid official of a trade union; an unpaid official of a trade union who is certified as competent to act as a companion; or
Equitable: a mechanism must ensure that aggrieved parties have reasonable access to sources of information, advice and expertise necessary to engage in a grievance process on fair and equitable terms; Rights-compatible: a mechanism must ensure that its outcomes and remedies accord with internationally recognized human rights standards;