91 per cent of the 8,800 members of the British Airlines
Stewards and Stewardesses Association have voted to take industrial
action against their employer British Airways. Holidaymakers will
be relieved to know that there are no current plans for the
workforce to strike. However, there is a real dispute about the
introduction of a new performance management system for employees,
which aims to give instant feedback on performance from passengers
and colleagues. The union alleges that crews are receiving negative
feedback for situations that are not their fault such as glitches
in the entertainment system or air-conditioning. The union also
believes that British Airways is conspiring to make future job
losses on the back of this new scheme. British Airways does not
accept these claims and believes this type of management system is
common in many industries. The union has decided that the
industrial action will involve cabin crews refusing to engage with
the new performance management system and refusing to sign off on
feedback forms. Regardless of whether this performance management
system is appropriate or not, it is clear that effective
performance management tools are critical to successful businesses.
Evidence of performance management actions such as appraisal forms
and performance improvement plans are essential if an employer
wishes to justify taking disciplinary action such as capability
warnings and potentially even dismissal against an employee for
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The employment landscape is one that is constantly shifting. Employers who fail to keep up with the changes do so at their peril.
We are pleased to invite you to this seminar, designed to help in-house counsel and HR practitioners get to grips with key recent and forthcoming developments in employment, pensions and immigration law and practice and what they mean for your workforce.
The event is going to take place on 26 April 2017 and is addressed to participants of the Berlin Real Estate sector, in particular those dealing with redensification such as investors, developers, brokers, urban housing associations and engineers.
The Court of Appeal has held that where a contract of employment lacks a provision for when notice of termination takes effect, it is effective from when the employee personally takes delivery of the letter containing notice.
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