Who should be present at a redundancy consultation?
Your employer might let you bring someone with you to your redundancy meetings – for example someone from your union or HR. It can be helpful to have someone there to take notes and support you. If this isn’t mentioned in your redundancy process, ask your employer if you can bring someone.
What are the legal obligations of an employer in relation to consultation?
As an employer, you must consult when: identifying hazards and assessing risks. making decisions about ways to eliminate or control risks. changing or updating workplace facilities.
Can I be accompanied at a redundancy consultation meeting?
An employee does not have an absolute legal right to be accompanied to all the redundancy consultation meetings, but the best advice for employers is to allow the request for a companion for those employees who wish to be accompanied. The right to be accompanied applies to a ‘disciplinary or grievance’ hearing.
What are 4 issues that would be discussed in an OHS consultation?
making decisions about procedures for consulting with workers; resolving health or safety issues; monitoring health of your workers; monitoring the conditions at the workplace and providing information and training for your workers.
Can a consultant be classified as an employee?
Thus, even if a worker meets condition number three in that they have their own consulting practice, as long as they perform duties that are part of the usual operation of an organization or report to a supervisor or board, they must be classified as an employee.
Who is responsible for Social Security if a consultant is an employee?
In the United States, if the IRS determines that a consultant’s relationship to a client qualifies as an employer-employee relationship, the client is responsible for the employer’s portion of Social Security and Medicare taxes for the period the consultant was engaged (currently 7.65% of qualifying wages), but also penalties and interest.
What should a supervisor do when an employee complains?
When employees are unhappy with their workplace experience, they may approach their supervisor before speaking with HR. Supervisors must use active listening skills to understand employee complaints and to work with them to reach a solution.
Who is my employer and supervisor when I…?
While if you have multiple projects through a contractor, you could also put the contracting company first, then list the contracts underneath that. Your employer and your supervisor are the same person, always. Labor laws in most (every?) state require that someone who hires an independent contractor cannot direct or supervise the work.
What are the rules for hiring consultants vs employees?
And in fact, the employment laws regulating this matter are in place in part to protect worker rights. Employees, even if they are temporary in status, receive baseline benefit coverage that independent contractors do not — including workers compensation and unemployment benefits.
While if you have multiple projects through a contractor, you could also put the contracting company first, then list the contracts underneath that. Your employer and your supervisor are the same person, always. Labor laws in most (every?) state require that someone who hires an independent contractor cannot direct or supervise the work.
Can an employer speak to other employees about other employees?
With few exceptions, employers shouldn’t engage in discussions about other employees or disclosures concerning employees with their coworkers. Many organizations’ mission statements and company philosophies include confidentiality as one of the tenets of business ethics and principles.
Who is your supervisor in the hiring process?
Look at which company name appears on your salary statement. The case of supervisor is less clear-cut. It could be the person who approves your leaves, or the one who sets your annual goals and does the annual appraisal, or the one who assigns you tasks and checks the status.