Defeat unfair dismissal claims by following procedural fairness

By Jevita Derby

Performance management, disciplinary action and termination are touchy subjects, and most employers will do all they can to avoid having to deal with such matters. However, burying your head in the sand won’t make them go away and the best way to deal with performance or conduct issues is to tackle them head on, ensuring procedural fairness is followed each step of the way.

By affording employees procedural fairness prior to termination of employment, employers are more likely to be able to avoid or successfully defend unfair dismissal claims. This article outlines the best practice approach for managing underperforming employees or dealing with allegations of misconduct which will ensure procedural fairness is afforded to employees.

All Aboard: The Importance of a Robust Onboarding Process

By Jevita Derby

When it comes to recruiting a new staff member, most organisations focus heavily on attracting and then selecting the best possible candidate for their team. A great deal of time and effort goes into selling the organisation, and then once a strong pool of candidates have applied for the role, the focus moves to interviewing, reference checking and finally making an offer of employment to the preferred candidate.

Once the preferred candidate has accepted the job offer, everyone breathes a sigh of relief, thinking that the hard part is over – and this is where most organisations fail. Getting the preferred candidate to put pen to paper is only the first hurdle, next comes another and possibly even bigger hurdle – keeping them!