This month's top ten employers' questions on XpertHR include faqs on casual workers, the status of employees who act up to more senior roles, warnings for misconduct, and re-employing redundant employees.
- How long can an employee be expected to "act up" to a more senior position before the arrangement will be regarded as a permanent promotion?
- Does an employer have to pay holiday pay to its casual workers?
- Can the time period for which a warning is active be "paused" when a woman goes on maternity leave and then "resumed" afterwards?
- Can an employee who is re-employed after having been made redundant retain his or her statutory redundancy pay?
- If an alternative but less well-paid position is offered to a redundant employee, is there any obligation on the employer to continue paying the employee at his or her current level?
- Must an employee have been employed for a particular period of time before he or she can claim constructive dismissal?
- What is the status of workers engaged on casual or nil hours contracts?
- Where an employee is given a warning for a particular conduct issue, but then commits a different type of misconduct, can the employer move to the next stage of the disciplinary procedure to address that issue or must it start a separate procedure?
- Can an employer prevent an employee who is leaving the organisation from setting up a business in competition or working for a competitor?
- If an employee has been signed off work by his or her doctor for a particular period can the employer allow the employee to return before the end of that period?
Photo: Kansir
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