20
Jul2018

Interactional Justice within an Organisation

In my previous two blogs, I have looked at the two most common (or most recognised) forms of Organisational Justice, Distributive Justice and Procedural Justice; however, an equally important facet, and one that has a natural link with the main facets (particularly Procedural Justice), is ‘Interactional Justice’. This ties in with the whole idea that the role of justice and fairness (such as the courtesy and openness of interpersonal behaviour) in relation to motivation is becoming more prominent.

This blog will specifically look at Interactional Justice within the context of Equal Opportunities and Fair Treatment in an organisation. If your organisation could benefit from tailored Equal Opportunities and Fair Treatment policies, then please do not hesitate to contact one of our advisers in Glasgow or Edinburgh.

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26
Jun2018

Gravitate HR Summer 2018 Newsletter

Read Gravitate HR’s Summer Newsletter 2018. In this edition:

  • HR in the News
  • The Glasgow team have moved office!
  • Recent Blogs
  • HR Quiz

If you would like to be added to our mailing list, please email Cameron@gravitatehr.co.uk.

13
Dec2017

The Benefits Of An Effective Employee Voice

How much of a voice do your employees have within your organisation?  By giving your employees a ‘voice’, you can enable your employees to raise concerns which can help to solve problems within an organisation (or troubleshoot them in the first place), and even identify efficiencies that can lead to an increase in productivity and the amount of income generated by the organisation.

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19
Sep2017

How Robust are your Contracts of Employment?

This is the beginning of a series where we have created a simple checklist that any business can use to gauge how robust their HR is. No matter the size or complexity of your business, if you have employees you can use this checklist to self-audit your HR processes. Your responses will be kept entirely confidential.

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18
Aug2017

The types of tribunal claims that are expected to soar in the post-fee era

Following the major decision of the Supreme Court last month to declare employment tribunal fees unlawful, People Management asked some employment lawyers the types of cases the courts are likely to hear more of in the future.

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31
Jul2017

The ‘Scrapping’ of Employment Tribunal Fees – an HR perspective

One of the big business stories last week was the ruling by the Supreme Court that the controversial fees for bringing employment tribunal claims are unlawful, a ruling that was hailed as a “massive win for workers” by TUC general secretary Frances O’Grady.

In 2013, the Government introduced the fees with the goal of eliminating frivolous tribunal claims from an individual or group who knew that they would have very little chance of being successful. According to figures provided by the Ministry of Justice, the number of employment tribunal cases in 2012 generally averaged at slightly above 5,000 total cases per month. However, after the ruling in 2013, the total number of cases averaged between 1,500 and 2,000 per month, the highest number being 2,210 in March 2014 – well below the average number in 2012.

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