Elisabeth Giles

1 month ago | hcamag.com | Elisabeth Giles |Sarah Wadworth |Fiona McMillan |Andrew Shaw

Cummings subsequently undertook a drug test on 4 September 2020, which returned clear. Cummings returned to work after that, although the disciplinary process remained in place. Rumours about drug test  It soon became apparent to Cummings that false rumours regarding the drug test and its outcome had spread amongst his colleagues. Cummings was confronted by a forklift driver who told him that she and others had heard that he was a drug dealer and had been dismissed from his job.

Feb 7, 2025 | hcamag.com | Elisabeth Giles |Andrew Shaw |Fiona McMillan |Andy Bell

Enforceability of forfeiture clause address in recent Employment Court decision Employers seeking to recover damages from an employee who fails to work out their notice period need to meet a range of conditions for it to be enforceable. The Employment Court has recently determined that a clause requiring an employee to give one month’s notice of termination or, in the alternative, forfeit a month’s salary/wages (forfeiture provision) was unenforceable.

Aug 9, 2024 | hcamag.com | Joseph Harrop |Elisabeth Giles

Employers must take certain steps before determining an employee has left their job There are a number of steps employers should take when determining whether an employee has abandoned their job, according to experts in Lane Neave’s Employment Law team. This is because abandonment is not always clear-cut – even if an employee walks off the job, doesn’t return from leave, or fails to show up at work for an extended period of time.

Aug 5, 2024 | lexology.com | Joseph Harrop |Elisabeth Giles

There are a number of steps employers should take when determining whether an employee has abandoned their job, according to experts in our Employment Law team. This is because abandonment is not always clear-cut – even if an employee walks off the job, doesn’t return from leave, or fails to show up at work for an extended period of time. Top tips for employers include avoiding assumptions, not rushing the process and making reasonable efforts to contact the employee in question.

Jul 12, 2024 | hcamag.com | Gwen Drewitt |Elisabeth Giles

Availability issues in employment and requiring overtime Personal grievances and claims for wage arrears are just two consequences of poorly worded employment agreements when it comes to overtime. Employment agreements often detail that the employee must work such hours that are necessary for the requirements of their position, or until their tasks are completed.