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Employment tribunals could be cut if companies invested more time in educating line managers. That’s the message from a recent “Mock Tribunal” run by office support recruiter Crone Corkill and leading law firm Boyes Turner.

“While organisations often invest time and money in ensuring that their HR professionals are up to speed with employment law issues, it is often the actions of line managers which lead to tribunals in the first place” says Tracy Durrant, Managing Director of Crone Corkill.

The mock tribunal, witnessed by 110 HR professionals dealt with a case claiming unfair dismissal, wrongful dismissal, age discrimination and disability discrimination and highlighted how organisations can leave themselves wide open to lawsuits. In the fictitious case, the line manager had not kept any appraisal notes, referred to mature workers as “wrinklies” and refused to consider the claimant for another position even though he was being made redundant.

“Often, the HR department ticks all the boxes in terms of policies and procedures – but it is the line manager who has most to do with the employee on a day to day basis – if they are not aware of when they are crossing the legal boundaries then organisations could find themselves in deep water”, says Barry Stanton, partner at Boyes Turner.

Crone Corkill and Boyes Turner have produced a white paper on the best ways of dealing with a tribunal. To receive a copy e-mail info@cronecorkill.co.uk.

Sam Woodward

BlueSky PR
0845 130 8290
sam@bluesky-pr.net
www.bluesky-pr.net

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