ent tribunal meltdown
has taken hold, the employer is often in a position to dismiss. 5. Use settlement agreements. Often there is a need to move quickly without having to undertake what may be a long-winded process, and it can benefit both employer and employee to reach a consensual agreement and move on. There is a concept known as a ‘protected conversation’, enabling employers and employees to have ‘off the record’ conversations. This process is far from perfect, but with careful planning it is often advisable to have an ‘off the record’ conversation. 6. Use workplace mediation. Often disputes arise after a fairly long period, during which relations between various employees are not good. Workplace mediation is an effective method of addressing such issues before a full-blown dispute becomes inevitable. 7. Insure. It is relatively inexpensive to gain insurance in case employers are faced with a tribunal claim.That way the cost of having to fight a claim falls out of the equation. Many solicitors also offer retainer schemes, which help to keep costs under control.
Continued on page 30
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