- One of our employees has had to take considerable time off sick over the past eighteen months due to a recurring back condition. This has had a large impact on the rest of our team who have had to take on their work each time they were away. We have tried to be supportive and have met with the employee each time they return to work to see if there is anything the company can do to help them. Despite our best efforts, the number of absences and the length of time taken have increased and we now feel we have no option but to terminate their employment. How should we proceed?
- One of our employees has made a complaint that other members of the team are making fun of them because they are homos*xual. Team members often send jokes around and sometimes these jokes make fun of people who are gay. Our employee feels that these jokes are aimed at them and says that they are making them feel uncomfortable. We feel the jokes were a bit of harmless fun amongst the team and thought that the employee was of the same opinion
- Our female employee is due to return to work after having a baby. Prior to going on maternity leave, she worked full time, however, she now wants to work only 2 days per week due to childcare arrangements. We feel that as a line manager, she would be unable to perform her duties whilst working just 2 days a week and therefore we will be unable to accommodate her.
- One of your employees has requested that a room be made available so that they can pray on a Friday, which is in accordance with their religious beliefs. There is a shortage of meeting rooms and we cannot guarantee that a room will always be available. We are also unsure as to whether we should allow the person the time off work to pray as it may be seen as unfair by the other members of the team who follow different religions.
- One of our Employee has made a complaint that a staff at Onsite is
discriminating against them because of their race. That onsite staff is a
difficult character but is vital to the success of our project.
