Unfair or wrongful dismissal?

Unfair or Wrongful Dismissal?

I’m currently five months into a six-month probation period at my new job. On the third day of the year, at the end of my shift, I was called into the conference room by my manager and informed that my contract was being terminated with immediate effect.

The reason given for my dismissal? One job completed two weeks before Christmas was labeled as “too slow.” Let me clarify: since I started, I’ve worked on over 30 jobs, all of which were completed on time without any issues. In fact, during some tasks, we were told to slow down and take our time due to the nature of the work. The job involves operating heavy metal press machines and handling sheet metal, which is inherently dangerous and cannot be rushed for health and safety reasons.

I can’t shake the feeling that this dismissal might be a personal attack by a manager who has attempted to bully me in the past, and who is known around the workplace as “the Hulk.”

So, my question is: does this situation qualify as an unfair or wrongful dismissal without notice? Should I consider contesting it?

I would greatly appreciate any advice.

Thank you!

Remote work vs. in-office: Which is more productive?

Remote Work vs. In-Office: Which Boosts Productivity More?

When it comes to the ongoing debate between remote work and in-office work, the question arises: which option fosters greater productivity? Let’s take a look at some advantages and disadvantages of both work arrangements:

Remote Work
Pros:
– Flexibility in schedule
– No commuting time
– Customized work environment

Cons:
– Potential distractions at home
– Feelings of isolation
– Communication challenges

In-Office Work
Pros:
– Organized structure
– Immediate face-to-face communication
– Opportunities for networking

Cons:
– Time spent commuting
– Reduced flexibility
– Distractions in the office environment

Given these factors, how can one determine which setting is ultimately more productive?

Task Force Payments for the hospitality industry

Task Force Payments in the Hospitality Sector

I’m launching a recruitment business focused on the hospitality industry, and I have a chance to provide interim, contract task force managers to facilities that require assistance.

I’m seeking advice on how to handle fees for these roles with the properties.

Should I have the property send their payments directly to me, which I would then distribute to the contract managers?

Or is it more common for the property to pay the contract managers directly and then pay me a fee for my recruitment services?

I would appreciate any insights from those with experience in this area!

Thanks,
Jonathan

Hi

Hello!
Hello!

EXEC SEARCH / RECRUITMENT

Transitioning from Executive Search to Recruitment

Has anyone made the jump from Executive Search to Recruitment?

I’m seeking some guidance, as I realize it may seem like an unusual shift, but I really didn’t enjoy my time in executive search! Any advice would be appreciated!

Casual leaves must be approved without asking for the reasons!

Casual leave requests should be approved without the need for any explanations! They shouldn’t be subjected to scrutiny or questioning. Instead, the focus should be on trust and respect for our team members. By allowing employees to take leaves without having to share personal reasons, we create an environment that promotes understanding and empathy within our culture.

Fairly new internal recruiter – looking for resources

Subject: Seeking Resources as a New Internal Recruiter

Hi everyone!

I’m excited to share that I’ve recently transitioned into the recruiting team at my company after several years of working in various roles here. Although I don’t have formal training or direct experience in recruitment, my familiarity with the organization has proven to be incredibly valuable.

Over the past few months, I’ve been learning on the job, but I’m eager to expand my knowledge further. I would greatly appreciate any recommendations for resources such as books, webinars, online courses, certifications, blogs, or anything else that could help me grow in this new role.

Thank you in advance for your suggestions!

Why recruiters reject candidates even tho they’ve passed all the assessments

Reasons Why Recruiters May Reject Candidates Despite Passing Assessments

Even after successfully completing all assessments, candidates may still face rejection for several reasons:

1. Lack of cultural fit with the team or organization
2. Insufficient soft skills
3. Concerns raised during interviews or background checks
4. Being overqualified for the role

Ultimately, it’s not just about passing assessments; it’s about the overall impression you make.

Talent isn’t just found; it’s nurtured and cultivated.

Talent isn’t merely discovered; it’s developed and fostered. I’ve learned that while competitive compensation plays an important role, it’s only one piece of the puzzle. What really attracts top talent is the combination of strong salary packages, a supportive work environment, opportunities for professional development, and a compelling company vision.

How does your organization create the right balance to attract and retain exceptional talent?

Perm or contracting

Title: Permanent vs. Contracting Roles in Recruitment

Hello everyone,

I’m exploring the potential long-term impacts of selecting either permanent or contracting roles within a recruitment agency. I have the opportunity to make this choice, and I’m curious how each path might influence my career trajectory. My ultimate goal is to transition into an internal recruiter position and eventually evolve into an HR partner. Any insights or advice would be greatly appreciated!