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Linda McCarney
Member - 3 posts
Hi,
One of our Associate Directors has resigned and given us, as per our contract, 3 month's notice. However he still has 1 month of holiday owing and is proposing to take this from his 3 month notice period effectively only working for the next 2 months.
However our Partner is keen that he stays and works out his full notice period, without adding the holiday in.
What are we legally bound to do in this case? Our procedures for holidays are that they all need to be authorised (in this case by the said Partner) and should the intended holiday time exceed 2 weeks away from work then this would need to be given special consideration and appropriate sign off by the line manager (aka Partner).
Any help and advice you could give would be gratefully received.
Thankyou,
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Linda McCarney
Member - 3 posts
We recently had an independent fire risk assessment done in our premises. One of the actions as a result was to give consideration to the provisions of written permits to work for employees or contractors who are to undertake hot work. We are an architectural firm and we have a dedicated group of modelmakers and it seems that this is where they were directing this action. Can you please advise me as to what details the permit to work is obligated to contain?
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Linda McCarney
Member - 3 posts
Hello,
Our practice is currently drafting an email policy and we have a couple of legal questions, set out below, in respect of monitoring and accessing the emails of employees. We should be grateful for any advice on the questions below.
Q1. If an e-mail is sent to an absent employee’s inbox, could the employer log into the account, change the password, and look at the e-mail?
Q2. Can the emails of an employee be monitored by the employer without prior notification (if deemed necessary)?
Many thanks in advance.
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