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Types of flexible working
Different types of flexible working, such as part-time work, flexi-time, zero-hour contracts, and job sharing.
Flexible working policy
Considerations for employers when introducing a flexible working policy and example templates.
Introducing a four-day working week - Smiley Monroe
How Lisburn-based employer Smiley Monroe introduced a four-day working week into their business.
Menstruation, menstrual health and menopause in the workplace
How employers can provide support around menstruation, menstrual health, and menopause to women in the workplace.
Flexible working: extensions to time limits and withdrawals
Extending the time limit to decide on a flexible working request.
Menstruation and menstrual health support in the workplace
Practical steps employers can take to provide support around menstrual health-related symptoms and conditions in the workplace.
Flexible working refusal: employee's appeal
How an employee should request an appeal if their flexible working request is refused and how an employer must deal with that request.
Reaching a decision on a flexible working request
Accepting and refusing an employee's request and trial periods.
Refusing a flexible working request
Reasons employers may refuse a flexible working request and how this must be communicated to the employee.
Promoting flexible working - Advanced Electronic Solutions (video)
Paul Creighton, director of Advanced Electronic Solutions (AES), talks about how the company introduced and benefited from flexible working practices.
Recognising and derecognising a trade union
What a trade union is, how it applies for recognition, and how it operates.
Flexible working: employee protection against dismissal and discrimination
An employee's protection against detrimental treatment and dismissal in relation to their flexible working request.
Statutory recognition of a trade union - starting the procedure
How trade unions can obtain statutory recognition.
Meaning and types of trade union recognition
A summary of voluntary and statutory recognition, and what recognition means for both the employer and the union.
The consequences of trade union recognition
What an employer and union must do once the union has become recognised.
Continuous employment when there is a change of employer
Transfer of a business from one employer to another and other such changes do not break continuity in employment.
Work Experience Programme
The Work Experience Programme gives employers the opportunity to offer unemployed people meaningful work experience.
Continuous employment and employee rights
What continuous employment is, when it begins and ends, periods of interruption in employment, and dismissal issues.
Statutory derecognition of a trade union owing to reduced size of workforce
Seeking to derecognise a trade union where you employ no more than 20 workers.
Statutory recognition of a trade union - applying to the Industrial Court
How the Industrial Court deals with unions' applications for recognition under the statutory procedure.