Nayatel’s Post

If you are a large employer, the chances are that you have at least one affinity network or employee resource group. These groups are important and increasingly necessary for promoting diversity, equity and inclusion in the workplace, but they can also give rise to some risks. This is David Lorimer’s hot topic so have a read of his musings here (congratulations, David, on your recent promotion to partner too 🥳!) #affinitygroups #ERGs #employeeresourcegroups #employmentlaw #HR #lewissilkin https://lnkd.in/eZRwVPTc

Human rights in the workplace Human rights are the basic rights and freedoms that belong to every person in the world. They are based on important principles like dignity, fairness, respect and equality. Your human rights are protected by the law. If your employer is a public authority, they must follow these principles. Contents Skip table of contents Human Rights Protection in the workplace Breach of human rights Help and advice about your human rights Human Rights Human rights protect you in your everyday life regardless of who you are, where you live and how you choose to live. If you work in the public sector, it's unlawful for your employer to violate your human rights. If your employer isn't a public authority you can't make a claim against your employer for a breach of your human rights. However, human rights law has been incorporated into general employment law and applies to all employers, like the right not to be discriminated against because of your sexuality, for example. Any decision by an Industrial Tribunal must follow the principles laid out in the Convention. Find out your rights Employment-related tribunals Protection in the workplace Many of the principles of human rights are designed to protect you as a worker within the workplace. You have the right to a private and family life. So an employer who discriminates against a gay worker, for example, may be violating that worker's right to a private life. Your employer has the right to monitor communications within the workplace as long as you're aware of the monitoring before it takes place. Monitoring can cover: emails internet access telephone calls data images You have the right to see any information held about you, like emails or CCTV footage. Your right to a private life means you have the right to some privacy in the workplace. You can't be monitored everywhere. If your employer doesn't respect this, they'll be breaching human rights law. Drug testing and employee monitoring Breach of human rights If you believe your human rights at work have been breached, you should talk to your employer first. If you're still unhappy, you can follow the internal grievance procedure in your contract or written statement of employment. How to resolve a problem at work Grievance procedures Employment contracts If that doesn't work, you may want to take legal action. Human rights law can be complex and so before doing this, you will need to take legal advice. Help and advice about your human rights Advice NI can provide free and impartial advice. Your local trade union may also be able to offer guidance and advice on ;- Discrimination at work Age discrimination Bullying in the workplace Disability discrimination law: employment rights Human rights in the workplace Introduction to discrimination Racial discrimination Religious belief and political opinion discrimination Sex discrimination and equal pay Sexual orientation discrimination...... etc

Zalejska v Cameo Consulting Recruitment. Do you think this happens a lot? Do you think they just got unlucky because the call was recorded? is the overwhelming evidence the tribunal had no choice but to award disability discrimination but is this decision proportionate? What would you have done? Does the awarded compensation align with the severity of the discrimination? Should the recruitment agency have taken alternative measures to support the employee? Join the conversation in the comments below! #hr #hrtiktok #humanresources #employmentlaw #hrinrehab #whatwouldyoudo

Disclosing misconduct There is no general implied duty for an employee to disclose their own misconduct to their employer. As noted almost 90 years ago in Bell v Lever Brothers, this creates the incongruous situation where an employee is obliged not to steal from their employer but does not have to tell the employer that they have stolen something. As always in employment law though, that is not the end of the story. Exceptions can prove the rule. To read more, join the HR Inner Circle now! Visit: https://lnkd.in/e3A6sW5

corporate thoughts of the day "never use the power of your designation to slave the employee use it profoundly to discharge your roles and responsibilities" . #lesson learned be vigilant as employee to look into background of the organisation and it's culture and how people behave. like an Hr do your background check before joining at any work place it sounds crazy😂 but it's very important. . don't let yourself uncompensated the work you did for your employer even for the days #lesson learned . Very well taught by Bhawdeep Singh saini and pratishtha mishra. worst part is that they pull you back to post the experience, i think labour laws and employment rights shall strictly implemented in all such matters. #epiqglobal #corporateemployees #labourlaws #employmentrights #humanrights.

Hiring managers are now hiring people with convictions. How can they afford to turn down 1 in 4 people of working age from their jobs? The ones who are really successful at attracting talent are the ones who have a definitive stance on their approach to convictions such as: 📜 a statement or policy about their approach listed publicly ➡️ a clear process for taking disclosures and making decisions on them 🔗 an onboarding process that takes into account additional needs 🥳 a way of celebrating success both internally and externally about the difference they’re making to individuals and society. Tag a hiring manager that needs to see this post below 👇

When I bought my beach house it came with an elevator. I rent this home & it’s often a saving grace for disabled renters who can’t find accommodations to suit them at the beach they want to enjoy with their families. •••As you can see- this also accommodated my 15 year old Goldendoodle, Chewy, when he couldn’t do the steps anymore without falling- the black dog is young Pickle who has no accommodation needs- she just didn’t want to be left out. :) As I reflect on this, I’m often shocked that HR administrative staff isn’t commonly familiar with ADA (Americans with Disabilities Act). We do interviews frequently of folks at this level who say they’ve managed ADA & I always ask questions around their involvement & their knowledge. Often I’m told they manage the benefits & the paperwork, but they don’t really know ADA. Often I’m told they manage workplace accidents but they don’t really know ADA. Often I’m told they do the FMLA paperwork but don’t really know the ADA. To me, this is like handing a loaded gun to someone without instructions on the safety button. For those of you who aren’t HR professionals, ADA, FMLA & Workers Comp can all happen at the same time - it’s like a triangle of compliance & you have to consider all three. They aren’t always independent & it can get very tricky. And in my experience- the highest liability area in HR and the most quiet. It’s not dramatic like harassment - it’s simple paperwork that if not done right (or not done at all because the HR person doesn’t know it needs to be done at that time) then problems arise. So it goes unnoticed. This is what I mean by “quiet.” Quiet mistakes in HR are the ones you look back on six months later and ask, “Did we not do that?” They are the ones that are silent- but bite. So my advice is this- if you are an HR admin & touch paperwork in HR & you don’t know the WHY behind what you are asked to do… take some time & learn it. If you are the head of a business - make sure you teach your team WHY they are doing what they do. The devil is in the boring details in HR- and you don’t want to pick up a gun without the safety on. #HRGal #Travelgal #HR #ADA

Protecting your Workplace Rights: General protections claims (without dismissal) 05 May 2024 by Roland Müller PCL Lawyers Navigating the complexities of a workplace dispute can be daunting and it is important that you are aware of your rights when you are in dispute with your employer. Often, an employee might give in to their employer in order to keep their job. They may not use rights available to them to avoid difficult negotiations, for fear of victimisation, or because they may simply not know their options. General protections do not only protect against dismissal If you believe your employer has taken unlawful adverse action against you and you still have your job, but it is also crucial that you understand your options under the general protections provisions of the Fair Work Act 2009. This article aims to provide you with a clear and informative overview of general protections claims (without dismissal) and empower you to make informed decisions regarding your employment rights. It may also help as useful background when seeking advice. What are General Protections? General protections are fundamental rights enshrined in the Fair Work Act which safeguard employees from a range of unfair and discriminatory practices by their employers. Put simply, these protections encompass various aspects of employment, including: workplace rights: your right to entitlements under awards, agreements, and legislation, as well as your right to participate in industrial activities, make inquiries, and raise concerns without fear of retaliation. freedom from discrimination: you are protected against discrimination based on various factors such as your race, gender, age, religion, sexual orientation, political opinion, and disability. freedom from coercion and undue influence: your employer cannot pressure or influence you into making decisions against your interests or legal rights. freedom from misrepresentation: you have the right to accurate and honest information about your employment, including wages, conditions, and benefits.

It's that time again when we look back over the last 3 months and summarise the most significant employment law cases from that period and what they mean for employers #EmploymentLaw #HRImprove

EMPLOYMENT LAW FEATURE: In the latest issue of Hr NETWORK Magazine, Ailsa Smillie from AAB People discusses the importance of creating neuroinclusive workplaces as we enter 'Disability Pride Month' of July. READ NOW: https://lnkd.in/ePHAJ7zu