Join us for Christmas CLOSURE & HOURS | RBUK Legal posted on the topic | LinkedIn (2024)

RBUK Legal

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CHRISTMAS CLOSURE & HOURSWe're not going anywhere yet - we'll be here all of this week until 12:00pm on Friday (22nd December!). We're returning to the office at 9:00am on Tuesday 2nd January 2024.If you don't want to miss your chance to chat until 2024 - get in touch with us before Friday lunchtime!#recruitment #legalrecruitment #christmas #recruitmentagency #legaljobs #legalcareers

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  • Constant Recruitment Ltd

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    Office Parties vs. Cash Bonus: What's Your Preference? Just finished a poll on office parties. Here's what we found:🎉 28% love a good party, highlight of the year😒 9% would rather pass, enforced fun💰 49% prefer a cash bonus, "Show me the money"🤷 14% are indifferentInteresting thought: would these opinions shift if we were talking about a summer event instead of a Christmas party? Is it that we are not that unsociable but if you had the choice of cash when the costs of the Christmas are piling up you would take that?What do you think? Parties or bonuses, and does the season make a difference?#WorkCulture #OfficeLife #PollResults

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  • Amy Grubb, J.D.

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  • Paramount Media Ltd

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    Its fast approaching, schools closing for summer and your staff annual leave requests coming in thick and fast, if not already fully booked. But how do you decide who gets leave and who unfortunately doesnt? Business needs to continue, right.In this issue of Paramount Media Magazine, we dive into this dilemma discussing ways in which you can avoid staff annual leave chaos.Read now at https://lnkd.in/egze4UFT

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  • Bevan Brittan LLP

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    With the pandemic now safely behind us, many employers have decided to reintroduce their annual Christmas parties. The Christmas party may be seen to be the perfect opportunity for staff to get together and let their hair down, particularly in light of recent years and the fact that many of us continue to from home. However, staff often forget that their work party is essentially an extension of the workplace, and employers should be mindful ofTheWorker Protection (Amendment of Equality Act 2010) Act 2023 (the “Act”)that’s due to come into force on26 October 2024.Here's some guidance of what employers should be starting to consider: https://bit.ly/41skLsmKelly Simpson Alastair Currie Andrew Uttley Róisín Bennett-Odlum Jodie Sinclair

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  • TDSB Community Services

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    “Can I be fired for taking a sick day?” “Can I be paid in cash?” Find the answers to these questions and learn more about your rights at work from WORKERS' ACTION CENTRE on September 24th through our virtual workshop. Learn more here: https://bit.ly/4eAOQvx

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  • Terrence K. Cloonan

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    Know the difference between a private sector employee and a public sector employee? This memorial wall may help you understand it: https://lnkd.in/eQxzFh6z

    Workers Memorial osha.gov
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  • Amy Lee

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    #TeamEmployment helped Father Christmas with his Employment related queries a lot last week! However, it seems that Father Christmas has another headache. An elf called Cinnamon Icicleberry is far behind her target for toy making and the quality of her present wrapping is not up to scratch. Father Christmas wants to know what the main stages of a formal capability process are:1.Initially, follow S.A.N.T.A Ltd’s written capability procedure. This should be within the ‘Elf Staff Handbook’ but if it isn’t, and there isn’t one in place, Father Christmas should follow the process below.2.Conduct an initial assessment or investigation into Cinnamon’s performance and allow her the opportunity to respond to the findings.3.Invite Cinnamon to a capability meeting – this will be to clarify the standard that is expected of her, allow her to ask questions, establish possible reasons for her poor performance, determine what can be done to improve her performance (training, etc), set targets and a timescale.4.If Father Christmas continues to be disappointed with Cinnamon’s performance, then warnings can be issued, first verbally and then written.5.A further review period should be implemented, further capability meetings and final warnings.6.Appeals – Cinnamon has the right to appeal each decision or warning givenAn alternative could just be to offer Cinnamon a settlement to avoid the need for the formal capability procedure, but this will be at S.A.N.T.A Ltd’s discretion. If Father Christmas requires any further advice on the capability process or settlement agreements then he should of course contact #TeamEmployment at Wilson Browne Solicitors. See what Tom C. has to say about Health (Elf) and Safety tomorrow!Jennie JahinaJoseph WestonTom C.

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  • Acting Secretary Julie Su

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  • Payroll Pat

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Join us for Christmas CLOSURE & HOURS | RBUK Legal posted on the topic | LinkedIn (38)

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