Rojgar Job News

Here’s a question. Employee Mr U is accused of sexually assaulting A. She goes to the Police about it and simultaneously U’s employer starts an investigation into his conduct. The investigator J concludes that there is a case to answer, based in part on A having gone to the Police. On the back of J’s report, once issued, a disciplinary process is convened and U is summarily dismissed by a separate manager, F. Sounds all fair enough so far, yes? However, between the submission of J’s investigation report and F’s decision to dismiss, there was a development – after some hesitation about her story had been expressed by the Police, A withdrew her criminal allegations (as in “I don’t remember it happening”, rather than “It did happen but I don’t wish to pursue it”). J knew this but didn’t tell F before the dismissal decision was reached. That left decision-maker F with genuine and reasonable grounds to conclude tha...

With more of us working from home than ever during the COVID-19 public health crisis, employers and employees face unique challenges. Videoconferences have replaced in-person meetings, and our pets, kids, and partners are now our temporary “coworkers.” From the occasional mild annoyances, like barking dogs and ringing doorbells, to the truly humiliating examples trending on social media (be sure to turn off the camera on your videoconference before using the restroom!), employers must take added steps to ensure a safe, respectful, harassment-free, fully clothed workplace. No Shirt, No Shoes, No Employment Virtual meetings and videoconferences have replaced in-person meetings and working in the office, resulting in countless viral examples over the past several months of employees engaging in regrettable behavior they (hopefully) wouldn’t dream of partaking in at the office. From attending videoconferences sans pants to brazenly consuming alcohol during working hours (...