No as you have less than 250 UK employees you are not covered by the mandatory legislation.

Do we need to perform Gender pay gap reporting.

If an employee was issued a period suspension without pay after being found guilty through a disciplinary hearing, should that ‘suspended’ employee be paid for a public holiday which falls within his/her period of suspension?

Yes this is a difficult one! Often a similar situation arises if an employee has personal hygiene problems and it can be difficult and embarrassing to address. Generally the tried and tested approach would be:

1. Try to get a work colleague who the individual knows well to have a friendly word with them – usually along the line of “noticed you have a bad cough can I help any as it is becoming a bit disruptive in the office”

2. If that doesn’t work or no-one will volunteer to speak to them, then the individual’s immediate supervisor should arrange to meet them informally (and privately) to say much the same as above and look for ways to help them find a solution. Maybe further informal follow up would be required to ensure improvement is made and continues.

3. If that doesn’t produce the required improvement, then it is necessary to move to a more formal approach whereby the employee would receive a letter from the company outlining the problem and the effect this is having on her colleagues etc., she would be invited to a formal meeting with a senior manager, where the issue would be discussed and an action plan to try to sort it out developed. It would need to be made clear that if the situation did not improve this could impact on her future employment with the company.

4. If after a formal meeting and ongoing monitoring and support, the situation failed to improve, then a final capability hearing would be convened to further consider the situation. However if it was clear that nothing would be likely to change then termination would be the most likely outcome.

In my experience though, these situations normally get sorted out informally once the employee better understands the impact they are having on their colleagues.

You will find a couple of template sickness policies on our website here

I hope this is helpful and good luck with sorting it out!

It sounds like the company might have done enough to avoid any risk of them being in breach of contract if they have already rectified their mistake.

It sounds like your colleague is in a difficult situation, but if they are currently being paid all they are contractually entitled to then it is unlikely that a court would deliver a finding of breach of contract.

If the suspension continues for an unreasonable length of time, it is possible your colleague could resign and make a claim to an employment tribunal for constructive dismissal. This is however a fairly high risk strategy and also there is a fee payable by the employee now to bring a case to tribunal.

All in all your colleague might be best placed to sit it out meantime and see what the company plan to do with him / her before making any potentially rash decisions.

Mike

First I see you give away free document templates, I would ask for something in return for these, such as email address, you can then start an email list to further market to (drip marketing). The other thing that stood out was the URLs, they are far too deep and should be more targeted towards search phrases, e.g.

http://www.human-resource-solutions.co.uk/HR-Policy-Pages/Discipline-Grievance/Discipline-Grievance.htm

Could be

http://www.human-resource-solutions.co.uk/discipline-grievance-policy.html

Using a CMS makes this easy, as it does all the linking and hardwork for you, I use cms made simple (or wordpress, if a straight news/blog site)

That DWP pdf you also link to (cant remember the page), why not rewrite some of it to put on your site as static pages? Therefore creating more pages targeted toward keywords etc.