Monthly Archives: November 2018

Tribunal Tale – Ball v First Essex Buses Ltd

Background Many employers in sectors that involve driving, using machinery or are otherwise safety-critical operate alcohol and drug testing to ensure that their employees are working safely. Some opt for ‘random’ testing, which involves selecting a number of employees on a regular basis for testing. Others implement ‘for cause’ testing, […]

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Navigator News – New HR Consultant

            We are excited to announce the arrival of Scott McCrory-Irving as our new HR Consultant. Scott has recently graduated with a first class honours degree in Sociology and Psychology from the University of Edinburgh, and will provide valuable assistance to our current Head of […]

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HR Issues – Financial wellbeing: what does it mean for employers?

People in the UK are working in the midst of skyrocketing house prices, climbing student debt and an increasingly squeezed labour market. House prices are expected to rise 50% between 2015 and 2025 (ARLA / NAEA, 2015). Furthermore, Royal London suggest that young people will have to save an estimated […]

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Health & Safety – Level 3 Award Health & Safety at Work

Level 3 Award Health and Safety in the Workplace 5, 12, 19 February 2019 (3 day course) Navigator Employment Law Limited Floor 3 1 – 4 Atholl Crescent Edinburgh EH3 8HA Examines health and safety from a supervisory perspective Supervisors have both a legal and moral responsibility to look after […]

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Testimonial – Harmeny Education Trust

“We have partnered with Navigator Law for over 4 years as their knowledge and expertise of the Independent School sector is unrivalled. Their commitment and support to Harmeny Education Trust continues to demonstrate their understanding and knowledge of our structure and challenges. In turn, they also provide us with specific […]

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Tribunal Tale – Jayeola v HMRC

Background Dealing with an allegation of race discrimination should be relatively straightforward in most cases. The employer should investigate the issue to determine whether there is a disciplinary case to answer. If so, and the allegation is established at a disciplinary hearing, the employer can impose a sanction, which would […]

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