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Tag Archive

How To Manage Workplace Relationships

With Valentine’s Day making February the month for romance, this month we take a look at some of the potential risks to employers when romance blossoms amongst employees and the steps that can be taken to address these.

Why Should An Employer Be Concerned About Its Employees Forming Romantic Relationships In The Workplace?

Romantic relationships between employees in the same organisation can expose the employer to a number of legal risks. These are most likely to arise when one employee is pursuing another to start a relationship or, even more so, when the relationship breaks down. The most obvious legal risks are as follows:

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3 Things We Learnt In Law This Week (24 January 2019)

Tribunal Awards NHS Manager £1m In Racial Discrimination Case

A former NHS trust manager who was unfairly dismissed and suffered racial discrimination has been awarded a reported £1 million by London South Employment Tribunal.

Richard Hastings, an IT manager at King’s College NHS Foundation Trust, was dismissed for gross misconduct in October 2015 after he was accused of assault following a dispute with a van driver in his workplace car park.

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3 Things We Learnt In Law This Week (3 January 2019)

UK Government Annouces New Code Of Practice To Tackle Workplace Sexual Harassment 

A new statutory Code of Practice will be developed by the Equality and Human Rights Commission in order to guide employers on their legal responsibilities regarding sexual harassment in the workplace. This was one of 12 actions recently announced by the UK government as it makes confronting workplace harassment a priority.

The announcements are in response to the July 2018 recommendations of the UK Women and Equalities Committee, which called for (1) putting sexual harassment at the top of the UK government’s agenda; (2) requiring regulators to take a more active role in tackling harassment; (3) making enforcement processes work better for employees by setting them out in the Code; (4) cleaning up the use of nondisclosure agreements (NDAs) used in employment contracts and settlement agreements; and (5) collecting robust data on sexual harassment in the workplace at regular intervals.

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Dealing with Sexual Harassment in the Workplace

The New York Times expose’ concerning American film producer Harvey Weinstein and sexual harassment allegations has sparked important discussions on both sides of ‘The Pond’. 

The social media movement #MeToo has inspired our friends, family, and colleagues to share posts concerning sexual harassment they have experienced in the workplace, unfortunately it seems like one too many women, in all walks of life, have experienced something unpleasant relating to their gender. 

So what lessons can businesses learn when they are faced with allegations of sexual harassment? 

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What is Sexual Harassment in the Modern Workplace?

The run up to the US Presidential elections these past 18 months, has thrown up some interesting issues, however, what has caught my eye are the sexual harassment allegations against Mr Donald Trump. While, I make no judgements as to whether or not there is any merit in any of the allegations, I thought it would be worthy of highlighting what would constitute sexual harassment in an era where the workplace is becoming more laid back and, boundaries become blurred.  

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Zero Hours Contract Workers: Injury to Feelings Award

zero hour’s contract worker who feared reporting allegations of sexual harassment by her line manager in case she lost work, has been awarded £19,500 for injury to feelings.

The recent Employment Tribunal (ET) case of Southern v Britannia Hotels Ltd and another highlights the vulnerability of zero hours contract workers. In this case Miss Southern who was aged 22 with fragile mental health claimed that her line manager frequently touched her and asked her about her sex life.

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