Moorepay provide our company with comprehensive advice and employment tribunal protection. To be in
line with our insurance policy for any tribunal disputes.
Every HR case needs to be consulted with the Moorepay team before any action is taken. This means that if we
should be subject to a claim, Moorepay provides cover against the significant costs that we may face and includes
preparation and representation from the Moorepay team of employment law advocates.
All authorised callers (GM/AGM/HC) will be able to obtain legal advice from Moorepay.
When logging a case with Moorepay, please try to speak to the same legal adviser for the case in question. It will
make the process easier as they will know which case they are dealing with, as well as what steps need to be taken
next. If the advisor is on annual leave, then ask the advisor on the phone to support you with the case.
Just sending emails to Moorepay (without a phone call at the same time), to log a new case or to review letters, is
not advisable, as this will be picked by different advisors and the process will take longer.
First steps when a HR issue comes up
Prior to your call, ensure the below is prepared and
ready to be discussed.
- Any records regarding your case must be reviewed
before the phone call.
- The employee's full name (as on Fourth), start date and
the HR issue you would like to discuss.
- Moorepay will ask for your name and your Site Code
before starting the conversation. Unique codes will
be given to each restaurant and are provided by the
company's HR team. The HR team is also here to
support with any case or doubts you may have.
Conducting investigations
- Inform the employee an investigation is taking place.
- Provide the employee with a copy of the relevant
internal procedure.
- Inform them of the approximate timescales.
- Conduct investigations within a reasonable time frame.
- Suspension usually only happens when gross
misconduct (theft, violence etc) is suspected.
Meet the employee to explain
- Why the employee has been suspended.
- How long it is likely to last.
- Suspension is on full pay and benefits.
- Suspension is not a penalty.
- That suspension does not mean the outcome
has been prejudged.
- That the employee will have a chance to give
their version of events.
- That you will keep the employee updated.
- Confirm in writing.
- Employees are legally entitled to be accompanied
by a fellow worker or a trade union official.
- If the chosen companion is unavailable then one
postponement should be made, within 5 working days.
- They cannot respond to questions asked to the employee.
Human Resources (HR) support.
Please note that all cases are logged, and you can review them in the
future if needed.