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In the former case, it stated that the equal pay claim must have been in existance at the time of the transfer. The transferee has no obligation to put you on better benefits than you were enjoying before. There is a time llmit of 6 months from the date of transfer I would still advise you to be careful in the long run In the second case, preserving an employees TUPE rights, 2 years on, was a valid defence to an equal pay claim
How can I sacksomeone thatdoesnt turn up atwork?
First see:“My Employee hasnt turned up to work”Go through those steps
IVE DONE THAT. NOW WHAT?If you have not seen them for a fewdays, and dont know where theyare, write a letter in the firstinstance, inviting them to a meetingThe meeting should be informal
WHAT IF THEY DONT COME TO THEMEETING?write them a second letter invitingthem to a disciplinary meeting for:Failure to attend workFailure to follow a reasonablemanagement instruction (i.e.attending the original meeting.
WHAT DO I SAY IN MY LETTER?The letter should state that a decision canbe made in their absence if they fail toattendIt should also be highlighted that aconsequence of non-attendance could belosing their jobGive them a reasonable time to attend themeeting
THE MEETINGHold the meeting with or without youremployeeKeep detailed notes of the meetingInform the employee of your decision