(d) Possible application to employeesAlthough it is to be expected that the majority of cases where TULR(C)A 1992 s 207A is applied involve defaulting employers, there are a number of specific obligations imposed on employees (albeit in rather unprescriptive language: 'should' rather than 'must'). These include making every effort to attend meetings, raising grievances without unreasonable delay (and, as noted above, doing so in writing), appealing against any disciplinary action they consider to be wrong or unjust or grievance decisions where they feel the grievance has not been satisfactorily resolved, and letting employers know the grounds of
Although it is to be expected that the majority of cases where TULR(C)A 1992 s 207A is applied involve defaulting employers, there are a number of specific obligations imposed on employees (albeit in rather unprescriptive language: 'should' rather than 'must'). These include making every effort to attend meetings, raising grievances without unreasonable delay (and, as noted above, doing so in writing), appealing against any disciplinary action they consider to be wrong or unjust or grievance decisions where they feel the grievance has not been satisfactorily resolved, and letting employers know the grounds of
**Trials are provided to all LexisPSL and LexisLibrary content, excluding Practice Compliance, Practice Management and Risk and Compliance, subscription packages are tailored to your specific needs. To discuss trialling these LexisPSL services please email customer service via our online form. Free trials are only available to individuals based in the UK. We may terminate this trial at any time or decide not to give a trial, for any reason. Trial includes one question to LexisAsk during the length of the trial.
Free trials are only available to individuals based in the UK
No Credit Card Required
No Downloads Necessary
0330 161 1234