TIME OFF FOR DEPENDANTS
In the recent case of Clarke v Credit Resource Solutions, the employment tribunal held that an employee was subjected to a detriment and unfairly dismissed for exercising the right to take time off to care for dependants.
Mr Clarke (C) and his wife (A) worked for Credit Resource Solutions (the Employer) whilst A’s mother looked after their children. On the day in question, A’s mother could not look after their children so C sought to make other arrangements. C was 30 minutes late for work and refused to sign a late form confirming that he was late and that 1 hour’s pay would be deducted from his salary. C asserted that he was being penalised for having to make emergency arrangements for the care of his children. An hour’s salary was subsequently deducted from C’s pay. C complained to the finance manager who in turn complained to management about C’s behaviour.
C was suspended from work and invited to a disciplinary hearing where he was told that unless he signed the late form, provided a written apology and accepted a final warning, he would be dismissed. Again C refused and he was dismissed for gross misconduct, this being his failure to carry out duties or reasonable instructions and the use of threatening behaviour.
C brought a claim that he had (a) suffered a detriment; and (b) been unfairly dismissed for exercising the right to take time off for dependants under section 57A of the Employment Rights Act 1996.
The employment tribunal held that:
C had validly exercised the right to take time off for dependents
C had suffered a detriment by having an hour’s pay deducted for being 30 minutes late and for being put under pressure to sign the late form
C had been unfairly dismissed for refusing to sign the late form. In particular, the employment tribunal commented that the Employer had a staff handbook which included a Time off for Dependant’s Policy. This policy stated that the right to time off was unpaid, but that, depending on the circumstances, discretion might be exercised to pay employees. This was not adequately communicated to employees, as evidenced by the fact that none of the witnesses were aware of the policy.
There are countless reasons why recruiting a person under the age of 25 could be beneficial to the success and growth of your business. As a job agency in Basingstoke, we’ve recently been reminded of the benefits of this yet again. Spring is a time for new beginnings and you’ll not only be opening a[…..]
As a recruitment agency that’s also heavily involved in the community, we can’t stop talking about the many benefits of apprenticeships. These positions give young people and career-changers the opportunity to study for a work-based qualification that is often the first stepping stone in a bright career. Our apprentice, Kyra Wallace, recently completed her time[…..]
In recruitment, as in life, things rarely work out as expected. The news reminds us daily that it’s actually wise to expect the unexpected. For example, you’ve got to wonder if there’s a teeny weeny bit of Theresa May’s brain that wishes she had pre-prepared a plan B for how Brexit is unfolding… We[…..]
Recruitment has always been an exciting industry. There’s nothing quite like the buzz of helping someone make their next career move. Knowing that you have been a part of helping people achieve the challenge, the promotion, the pay increase, or the work/life balance they need, is immensely satisfying. The current climate is definitely in the[…..]
We were as shocked as you when we read this headline. But, yes, a recent Gallup survey highlighted a worrying statistic from the worldwide workplace; 87% of employees worldwide are not engaged at work. It would appear that from full-time workers in Frankfurt, to shift-workers in Shanghai, to those in part time work in Basingstoke,[…..]