2. What To Do
Listen to the allegation and make a
note of what has been raised
Ask the employee to put the allegation
in writing
Pause the meeting in order to
investigate the matter with the relevant
people
3. What happens next?
Conclude the grievance prior to continuing with
the disciplinary meeting
Keep the employee informed at all stages
4. YOU MAY ALSO FIND THE DISCIPLINARY
AND GRIEVANCE PROCEDURE VIDEOS
HELPFUL
In the former case, it stated that the equal pay claim must have been in existance at the time of the transfer. The transferee has no obligation to put you on better benefits than you were enjoying before. There is a time llmit of 6 months from the date of transfer I would still advise you to be careful in the long run In the second case, preserving an employees TUPE rights, 2 years on, was a valid defence to an equal pay claim