CALLING ALL
READERS
We want to hear your employment
law issues. Send us your dilemmas to
feature here next month.
Email: chris.beck@markallengroup.com
Know your law...
The EU Food
Information
for Consumers
Regulation says that food
businesses must make it clear
if they use any of the 14 key
allergens as ingredients in the
food and drink they provide
To ensure the message
is clear across the company
reissue a general notice/
reminder to all around where
food can and can’t be taken and
eaten. Stress the reasons why
the strict rules are in place,
and the consequences of not
following them.
Given the serious nature
of any breaches it is also
worth reiterating the potential
for disciplinary action for
failing to follow a reasonable
management instruction.
Finish by giving them a
contact point to speak to if
they have any issues, so matters
can addressed immediately.
As Brexit continues to
loom over everyone,
there has been a growing
tension in break time
conversation among our
staff. Opinions are getting
louder, and last week fullblown
arguments started
happening. Two people in
particular keep getting rather
heated, and other workers are
taking sides, causing tension
on the shopfloor. I’m worried
that mob mentality might
create a hostile and violent
environment, with the two in
question starting fights with
each other. Do I have any
legal ground to ban Brexittalk
on the shopfloor?
The issue of banning Brexit
conversations altogether
is tricky, so the best way
to approach this is around
workplace dignity and respect.
The behaviours being displayed
by many of the employees
are clearly inappropriate,
regardless of the topic area.
To start with speak to the
individuals who are inciting the
controversial conversations
around Brexit. Explain to
them how their behaviour is
inappropriate and impacting
negatively on both their
colleagues and the general
work environment. Remind
them that should it escalate
again, it could be treated as a
misconduct issue, which could
result in disciplinary action.
If you have a specific policy
around Dignity, Diversity and
Inclusion draw their attention
to it and the risk of these
discussions tipping over into
conversations that then breach
the Equality Act.
If you haven’t recently
refreshed your training
around Dignity, Diversity and
Inclusion then consider a short
mandatory training session
or E-Learning module so you
have a legal defence, should
any of the above escalate into
something more serious. It is
also good timing in any case
as a reminder across the
workforce about what is and
isn’t acceptable behaviour, in
light of the challenging times
we are presented with.
Facts:
81%
of UK workers agree
there should be a
legal right to receive
paid bereavement
leave when someone
close to them (a
child, parent or
partner) dies
Source: Unison Compassionate Leave Guide
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