3. I'VE DONE THAT. NOW WHAT?
If you have not seen them for a few
days, and don't know where they
are, write a letter in the first
instance, inviting them to a meeting
The meeting should be informal
4. WHAT IF THEY DON'T COME TO THE
MEETING?
write them a second letter inviting
them to a disciplinary meeting for:
Failure to attend work
Failure to follow a reasonable
management instruction (i.e.
attending the original meeting.
5. WHAT DO I SAY IN MY LETTER?
The letter should state that a decision can
be made in their absence if they fail to
attend
It should also be highlighted that a
consequence of non-attendance could be
losing their job
Give them a reasonable time to attend the
meeting
6. THE MEETING
Hold the meeting with or without your
employee
Keep detailed notes of the meeting
Inform the employee of your decision
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
