Leeanne has extensive experience advising a range of regional, national, and international employer clients on various contentious and non-contentious employment law issues. She is dual qualified and practises in both Northern Ireland and England & Wales.
She assists HR, management, and in-house legal teams with a range of day-to-day employee relations issues, such as poor performance, ill health, disciplinary matters, and grievances. She also provides advice and guidance to clients on redundancy exercises, contract and policy reviews, senior employee exits, and the transfer of employees under TUPE.
Ten years ago, it was not that common for employers to provide specific guidelines for social media use. However, in today’s increasingly digitised workplaces, a social media policy forms an essential part of the employee handbook.
With social media touching many areas of modern life, both in and out of the workplace, misuse can potentially lead to issues such as bullying, discrimination. victimisation, harassment, reputational damage, and breach of confidential information. In other words, any issues that can arise in the workplace through conventional means of communication can also arise in relation to social media communications – perhaps to an even greater extent, given the ease with which social media facilitates the wide broadcasting of views.
As an employer, setting
Continue reading
We help hundreds of people like you understand how the latest changes in employment law impact your business.
Please log in to view the full article.
What you'll get:
- Help understand the ramifications of each important case from NI, GB and Europe
- Ensure your organisation's policies and procedures are fully compliant with NI law
- 24/7 access to all the content in the Legal Island Vault for research case law and HR issues
- Receive free preliminary advice on workplace issues from the employment team
Already a subscriber? Log in now or start a free trial