Peter Earle's WorkPlace Conflicts Blog

 

Introduction This case, labeled ERT/2016/185, involves an incident between the Claimant, Carolyn Haynes, and Rico Harte that took place on April 6, 2016, within the premises of the Barbados Beach Club. This altercation ultimately resulted in the termination of Carolyn Haynes' employment on April 8, 2016. Carolyn Haynes had served as a porter/kitchen steward for the Respondent, Barbados Beach Club, for 14 years. Prior to this incident, there was no documented history of misconduct on her part, nor had any disciplinary action been taken against her. Carolyn Haynes argued that her dismissal was unfair, primarily because the Respondent did not adhere to the procedural requirements stipulated in the Employment Rights Act, 2012-9 ("the Act"). The Respondent, on the other hand, contended that despite certain procedural irregularities, they were justified in terminating Carolyn Haynes' employment due to her involvement in a physical altercation on the company's premises, ...

 Background: This case revolves around Norman Grant, referred to as the claimant, and Barbados Beach Club, the respondent. The issue at hand was whether the termination of Mr. Grant's employment due to reaching the retirement age set by the employer constituted unfair dismissal or age discrimination. Mr. Grant initially worked with the Barbados Beach Club from 1996 until 2009, when he resigned to pursue other employment opportunities. He was later rehired on December 6, 2010, as a Duty Manager, under an oral contract with a monthly salary of $5,000. At the time of re-engagement, Mr. Felix Broome, the Managing Director of the company, informed Mr. Grant that the retirement age within the organization was 65 years. Both parties agreed that the employment was initially intended for a two-year period. However, without formalizing this, Mr. Grant continued working until October 30, 2017. Legal Developments: On January 1, 2013, the Employment Rights Act 2012 (the Act) came into effect, l...

Ng Hock Guan v Attorney-General [2003] SGHC 284 was a significant case heard in the High Court of Singapore, with a decision date of 18 November 2003. The case centered on the dismissal of Ng Hock Guan, a Senior Investigation Officer in the Singapore Police Force, based on charges of assaulting Filipino women during a police interview. These charges were brought under section 27(1)(c) of the Police Force Act, Cap. 235, which pertains to conduct detrimental to good order and discipline. Ng Hock Guan contested these charges, leading to a disciplinary hearing conducted by Deputy Superintendent Jacob Joy. Allegations and Disciplinary Proceedings: The plaintiff, Ng Hock Guan, faced allegations that he had assaulted three Filipino women during an interview at the Anti-Vice Branch (AVB) office within the Criminal Investigation Department (CID) on 18 November 1999. The charges were made following claims by the women that Ng Hock Guan had slapped them. Multiple witnesses, including the complain...

In the case of Lynskey v Direct Line Insurance Services Ltd in the UK, a crucial legal battle unfolded, highlighting the challenges and obligations related to workplace issues, disability, and discrimination. The claimant had been employed as a sales consultant since 2016, but her journey took a challenging turn when she began experiencing severe menopausal symptoms, including "brain fog," concentration difficulties, and emotional distress. As her performance at work started to decline, her employer, the respondent, took certain actions that triggered this legal dispute. In March 2020, it became apparent that the claimant's menopausal symptoms were significantly affecting her job performance, and she sought medical treatment for them. Her employer placed her on a "success plan" in June 2020, and they offered her an alternative role following a stress-related absence. While she initially performed well in this new role, her performance subsequently deteriorated....

Introduction In today's fast-paced work environments, stress has become an unwelcome companion for many employees. According to former associate director of the Centre for Stress Management, Michael Neenan, stress is a response to pressures that exceed our coping abilities. The workplace is no exception, and the implications of this stress are profound for both employees and their employers. This article delves into the extent of workplace stress and offers insights into how to manage and reduce it. Understanding Workplace Stress Work-related stress is a pervasive issue affecting a significant percentage of the workforce. When pressures at work surpass an individual's capacity to handle them, it can result in psychological overwhelm. Stress can manifest in various forms, including anxiety, depression, and even physical symptoms. Here's a closer look at the implications of workplace stress: Symptoms of Workplace Stress Workplace stress doesn't neatly stay within the conf...

Introduction Performance appraisals have been a long-standing tradition in the corporate world, aimed at evaluating employee performance, providing feedback, and guiding future improvements. However, as someone deeply involved in designing, administering, overseeing and reviewing complaints by appraisees and appraisers for decades, I'm compelled to share a different perspective. In my view, performance appraisals, in their traditional form, do not work and are not effective in improving the performance of either the employees or the organisation. This assertion isn't rooted in scientific data but, rather, in personal experiences and observations. The Stress and Tension Surrounding Appraisals One of the most significant issues with performance appraisals is the stress and tension they generate. Appraisal periods often create sleepless nights, depression, and even hostility among employees, supervisors, and managers. It is one of the most tensed moments in some organizations. It ...