If you are facing an employment issue and are unsure what your legal options are, it is advisable to seek the advice of an employment solicitor. These professionals provide advice on both contentious and non-contentious matters. These include preventative counsel, representation in third party lawsuits, and disciplinary issues.
Representation in third-party lawsuits
Employment solicitors’ representation in third-party litigation can provide several benefits for employers. For one thing, it helps reduce the cost of defence. Joint representation also helps avoid a risk that an employee will make an ineffective defence and result in liability for the employer. In some cases, joint representation will be the only defence an employer needs to protect itself from a claim. Joint representation may even be advantageous in situations where the employee or supervisor is not prepared to cooperate with the legal team.
In such a case, the third-party paying for the representation may attempt to limit the cost and dictate the course of action. However, it is important to remember that the attorney is representing the client, not the third-party payer.
Disciplinary issues
Disciplinary issues can be complex and can give rise to potential litigation. To ensure that you do not expose yourself to unnecessary risks, it is important to review your disciplinary policies prior to taking any action. Discipline policies will help you avoid potential discrimination claims and foster employee morale. If you are in a ministry, you may be facing a different set of nuances when it comes to employee disciplinary procedures.
Disciplinary procedures have specific rules and regulations that protect employees from unfair dismissal or certain actions. In order to dismiss an employee, the employer must have a reasonable cause and follow a consistent process. For example, it would be unfair to fire an employee because they did something that was the fault of someone else. In addition, the employer must conduct a thorough investigation and give the employee the opportunity to appeal at a disciplinary hearing.
Disciplinary hearings
Disciplinary hearings are often very stressful for employees. The best way to make them go smoothly is to be as prepared as possible. This will ensure that the hearing is fair and in the best interests of the company. In addition, HR should make sure that the employee is kept well informed of the entire process.
It is vital that the employee knows the time limits for appealing disciplinary action. This is usually specified in the company’s written procedures. If the time limit is short, an employee should still make the best use of it by presenting as much evidence as possible and providing relevant information later. In smaller firms, there may be no higher authority for the employee to appeal. Regardless, the person who made the original decision should be objective and make an attempt to review the original decision. Employees are also entitled to be accompanied during the hearing.
If you are caught up in legal issues at work, be sure to get an employment law lawyer that will get you results.