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Services include:

  • conducting Return to Work interviews
  • drafting requests for business-focused medical reports
  • understanding medical advice and conducting impact assessments to consider adjustments to roles
  • the concept of “disability” and the duty to make reasonable adjustments
  • considering alternatives to dismissal
  • ensuring compliance with the Statutory Dismissal and Disciplinary Procedures

We help you to handle grievances fairly and efficiently including:

  • drafting and implementing grievance and bullying & harassment procedures
  • understanding when an informal resolution may be appropriate
  • how to conduct a grievance hearing
  • understanding the right to be accompanied and the role of the companion
  • how to gather relevant information and evidence
  • assisting you when preparing written grievance outcomes, especially in complex grievance situations
  • managing appeals, including who should hear the appeal and whether additional evidence needs to be gathered
  • ensuring compliance with the Labour Relations Agency Code of Practice

We help you to:

  • draft disciplinary rules and procedures that meet the needs of your business
  • conduct effective investigations
  • identify the available sources of evidence
  • understand the right to be accompanied and the role of the companion
  • manage employee sickness absence and grievances raised during the disciplinary process
  • consider the evidence, how similar misconduct has been dealt with in the past, and the fairness of the proposed sanction
  • manage the appeal process, including who should hear the appeal and whether additional evidence needs to be gathered
  • ensure compliance with the Statutory Dismissal and Disciplinary Procedures

Our pay research helps you understand the market rate for roles including:

  • Directors
  • Management & professional engineers
  • Generally across the workforce

 

Our pay information can help you:

  • Identify the market rate for a role when recruiting;
  • Address employee concerns about pay, or resolve a pay dispute;
  • Make decisions about pay reviews and when reviewing pay structures;
  • Understand what benefits and allowances similar companies give employees.We also conduct regular surveys on topics that affect the efficient running of your business including sickness/absence levels, and labour turnover.

 

We also carry out benchmarking on a range of topics including:

  • Shift patterns and shift premia;
  • Calculation of holiday pay;
  • The extent to which employers offer enhanced sickness payments;
  • Contractual enhancements to maternity and paternity pay;
  • Redundancy criteria and scoring;
  • Job sharing arrangements

Employers Federation Northern Ireland will prepare all cases on your behalf to include:

  • taking detailed instructions at all stages of the Tribunal process, including drafting and lodging the Response Form
  • drafting requests for Additional Information and Discovery to understand the case being brought against you and prepare your defence
  • taking your instructions and responding to any requests for Additional Information and Discovery received by you
  • replying to Statutory Questionnaires arising from complaints of unlawful discrimination
  • all aspects of the preparation for and attendance at Case Management Discussions. This includes identifying the legal and factual issues in dispute, and timetabling the case for Hearing
  • providing advice in respect of prospects of success and potential awards
  • conducting any settlement discussions including liaising with the Labour Relations Agency and/or other representatives, and the negotiation of settlement terms
  • assistance with the drafting of Witness Statements
  • meeting with your witnesses to prepare them for the Hearing, including cross-examination
  • compiling the Tribunal Trial Bundle
  • preparation for and conducting the advocacy at the Tribunal Hearing
  • applying the applicable legislation and relevant case law to the facts and preparing closing submissions
  • on request, providing post-Hearing assessment and advice
  • acting as the instructing solicitor in any appeal from the Tribunal to the Court of Appeal

Managing Underperforming Employees

  • Identifying early signs of unsatisfactory performance and engaging early intervention measures
  • Handling challenging / sensitive performance conversations. What should be covered and what should be avoided?
  • Practical guidance on managing on-going performance issues through a formal process including termination of employment.

Managing Absence

  • Tackling frequent short term absence and practical strategies for eradicating unnecessary absence
  • Conducting effective return to work interviews
  • Case managing long-term absence
  • Understanding the Disability Discrimination Act and the duty to make reasonable adjustments

Effectively Managing Bullying and Harassment in the Workplace

  • Defining the behaviours and looking at steps to eradicate bullying and harassment in the workplace
  • Handling employee complaints using both an informal and formal procedure
  • Holding effective grievance hearings and investigations