Relations between an employer and an employee can become fragile in which case it can be much better to ‘cut to the chase’ and discuss an amicable way forward…why not pause the negative thoughts and see if the parties can create a way forward and to better things?
I’ve recently settled a 4-day pregnancy discrimination case due for hearing later this year. A careful review of the myriad of documents relating to the dispute threw up a key point in the chronology of events, resulting in a straightforward settlement of the dispute.
A creative approach to conflict - tips on negotiating within a protected conversation.
When negotiating a Settlement one thing which leads to much confusion is the amount to allocate to any potential claim for ‘Injury to Feelings’? Employees and employers can be unrealistic about things would pan out in a tribunal with award subject to considerable discretion of the tribunal provided they are within the ‘Vento’ guidelines.
Employers have enough on their plate with Omicron so if you’re on the receiving end of a potential Tribunal claim you may be at the end of your tether… I’ve written this article is to provide guidance on how to reduce the burden on your organisation and increase the prospect of a prompt successful outcome.