Results for "mind"
- Employment Law
New Year: How you can help your employees achieve their resolutions
The start of the New Year marks an opportunity for change. Resolutions are popular, but if we’re honest, most of us have either given up or ...
- Employment Law
Employment Law Tips for Christmas
With Christmas approaching, it is wise to consider what employment law issues may arise in the workplace. These are just a few small considerations ...
- Employment Law
Is bullying really just a childhood problem
I’m sure we’ve all been there, either ourselves or with our children – at the mercy of the bully. We’ve been told to ‘rise above it’, ...
- Employment Law
TUPE: A Short Overview for Small Businesses
What is TUPE? The immediate answer that springs to mind is ‘a nightmare’, but in fact ‘TUPE’ stands for the Transfer of Undertakings ...
- Criminal Law
- Employment Law
Have you been bitten in the workplace?
For those of you who have children, we’ve all been there. Whichever playgroup you go to, there will always be one or two children that spoil it for ...
- Employment Law
Facebook and dismissal
An Employment Appeal Tribunal (EAT) case provides a useful reminder to businesses of the importance of maintaining an effective social media policy, ...
- Employment Law
Redundancy: myths and useful facts for employers
A business objective to save money will not necessarily fall within the definition of a redundancy. Redundancy relates to circumstances where there ...
- Employment Law
When did you last update your Will?
It is advisable to have a Will in place so that your family can deal with your estate in accordance with your wishes, giving you peace of mind. ...
- Uncategorised
Are you at risk of being fined for direct marketing calls?
A decision in the First-tier Tribunal (General Regulatory Chamber: Information Rights) provides a reminder to businesses that they are legally ...
- Employment Law
Social Media and the termination of employment
The use of social media is fast expanding in the workplace. While an employer may legitimately restrict an employee’s freedom of expression at ...