- Can HR lie to you?
- Can I be sacked without a warning?
- How do you prove unfair dismissal?
- What are the 5 fair reasons for dismissal?
- What should you not say to HR?
- When should you speak to HR?
- Can you appeal a performance review?
- Can I speak to HR in confidence?
- What should I ask in a performance review?
- What should be discussed in a performance review?
- Can a company dismiss you without warning?
- What should you not say in a performance review?
- How long should a performance review last?
- What do you do if you don’t agree with a performance review?
Can HR lie to you?
It depends, particularly on what they lied about.
If your HR manager lies about something big, like telling a potential employer why they fired you or even slandering your name due to a grudge, those may be considered libel or slander and could be violations of defamation laws and could lead to legal action..
Can I be sacked without a warning?
If your investigation finds that your employee’s actions amount to serious misconduct — that you no longer have the trust or confidence that they can do the job — you can terminate their employment agreement without notice.
How do you prove unfair dismissal?
You must show that:The employee did commit the misconduct; AND.The rules were reasonable; AND.The penalty of dismissal was a fitting one in the light of the severity of the offence; AND.The employee knew or should have known the rules.
What are the 5 fair reasons for dismissal?
The “causes” that are grounds for dismissal run the gamut including: illegal activity such as stealing or revealing trade secrets, dishonesty, breaking company rules, harassing or disrupting other workers, insubordination, excessive unexcused absences, and poor job performance by some objective measure.
What should you not say to HR?
Here are six things you’re probably better off not mentioning.’I found a second job at night’ Don’t make them question your commitment. … ‘Please don’t tell … ‘ Sometimes it’s best to stay quiet. … ‘My FMLA leave was the best vacation yet’ Show you’re back to work. … ‘I slept with … ‘ Keep it between the sheets.
When should you speak to HR?
In general, if something connected to your work, workplace or colleagues makes you feel unsafe or unsure, and you don’t feel comfortable speaking to your direct supervisor, talk to HR.
Can you appeal a performance review?
If you disagree with the performance review your boss has written, that’s fine, but there’s no point in arguing with him or her about it. … You can write a rebuttal to your performance review and give it to HR. They will put your write-up in your personnel file.
Can I speak to HR in confidence?
When HR must take action But they are also legal matters, which means that HR can’t keep employee information 100% confidential because they must act on it in accordance with the law. If what is being reported to HR is a rule, policy, or legal violation — it’s going to have to be dealt with, period!
What should I ask in a performance review?
Six questions to ask during your performance reviewWhat do you feel went well this year and what might have gone better? … What additional knowledge or skills would make me more effective in this role? … What are your most important goals for the coming year? … How could I be more helpful to other people on the team?More items…•
What should be discussed in a performance review?
Discuss whether or not the employee’s specific skills and strengths are being utilised on a day-to-day basis. If not, explore how their goals or job description could be adapted to better play to their strengths.
Can a company dismiss you without warning?
Your employer must normally give you at least the notice outlined in your contract of employment or the statutory minimum notice period, whichever is longer. ‘Summary dismissal’ is dismissal without notice and is only allowed for ‘gross misconduct’.
What should you not say in a performance review?
3. “You said/you did…” It’s communication 101–when discussing a sensitive topic, never lead with “you” statements. In a performance review, this might include statements like “you said I was going to get a raise,” “you didn’t clearly outline expectations,” etc.
How long should a performance review last?
Even a company with 100 employees needs a full-time individual who compiles performance data from managers, who should spend an average of three hours on each employee review.
What do you do if you don’t agree with a performance review?
If you’re the employee, and you don’t agree with your performance appraisal, ask if you can write a reply. If you’re the manager, don’t be intimidated by the request. I know this is easier said than done. But remember the goal of a performance review: to improve performance.