Catherine Lockett

HR & Management Consulting | Business Growth and Change through People. Love great #HR, good work, family, Border Terriers, big skies, gin, biscuits. Own views.

[Catherine Lockett @ClearlinkHR]

@injiduducu @sbrownehr @HaroldSinnott @ratcliffe_j @FlisHRGrapevine @RobertOrdever @GilesOHalloran @aliciarcHR @JJensullivan @AndyLancasterUK @FeedbackDave @HRDHeidi @HrDalila @ruthreynolds_HR And to you steve!!

[Catherine Lockett @ClearlinkHR]

@JohnoTheJam @snellyradio Yep Quiggins I’d say. Those streetlights were on the opening credits of Brookside!!

[Catherine Lockett @ClearlinkHR]

@raep13 @StClementsWA7 Aw love this girl!! Xx

[Catherine Lockett @ClearlinkHR]

@TheSumoGuy It’s good! Also Greek yoghurt. Not at the same time though.

[Catherine Lockett @ClearlinkHR]

@snellyradio @Djmc76 Knocking rod

[Catherine Lockett @ClearlinkHR]

@nogurultd @Bonn1eGreer @thehrbooth Well I can’t fit all of that in one tweet so I doubt they’d listen ha!

[Catherine Lockett @ClearlinkHR]

@nogurultd @Bonn1eGreer @thehrbooth 7/ YY to image triage. Every time!

[Catherine Lockett @ClearlinkHR]

@nogurultd @Bonn1eGreer @thehrbooth 5/ that any decision to dismiss is not a knee-jerk reaction. Breakdown of trust and confidence falls within the class of potentially-fair reasons for dismissals known as ‘some other substantial reason’. It is very fact-dependant, but definitely potentially fair for the

[Catherine Lockett @ClearlinkHR]

@nogurultd @Bonn1eGreer @thehrbooth 4/ likely to have happened, and if so, whether it had the potential to reasonably damage the relationship of trust and confidence in the employer’s eyes… arguably it does. In any case the employer has to follow reasonable process in coming to their decision, and ensure

[Catherine Lockett @ClearlinkHR]

@nogurultd @Bonn1eGreer @thehrbooth 3/ the employer I feel. Their employee has been caught on camera at best accosting and at worst assaulting someone in a public place. Whether it’s a criminal matter or not is beside the point here. The question for the employer is whether this is more likely rather than less

[Catherine Lockett @ClearlinkHR]

@nogurultd @Bonn1eGreer @thehrbooth 2/ depends on the extent to which the employer’s network can make the link between that individual and his employer. Arguably they can if a) he’s been pictured on TV doing this and b) he has a customer-facing role. A breakdown of trust and confidence is a stronger approach for

[Catherine Lockett @ClearlinkHR]

@nogurultd @Bonn1eGreer @thehrbooth 1/ Absolutely. It’s an implied term of all employment contracts that there is mutual trust and confidence between the parties, and that the employee should not do anything to bring the employer into disrepute. The disrepute is the more narrow argument here because it…

[Catherine Lockett @ClearlinkHR]

@snellyradio For family parties #getthekettleon!!

[Catherine Lockett @ClearlinkHR]

@SimmsMelanie They shouldn’t be requesting references until AFTER they’ve made the job offer…

[Catherine Lockett @ClearlinkHR]

@Rob_Briner I believe it’s ozone?!

[Catherine Lockett @ClearlinkHR]

@snellyradio @thebeatles Brilliant!

[Catherine Lockett @ClearlinkHR]

@Rina_Sowler @paulkalleegrove @theAlbertDock @jayne_riggers @LiverpoolSUPCo I LOVED this Rina! Thank you again!

[Catherine Lockett @ClearlinkHR]

@MattProvostHR By others in the profession, I have too. Your experiences sound like you've been bullied, that's clearly your perception, and you should seek support. Don't give up on the profession, I'm sure you're a passionate practitioner.

[Catherine Lockett @ClearlinkHR]

@MattProvostHR Matt I've helped you with things in the past on Twitter. You asked a question and I answered. I think you need to consider the difference between your experience as a man (sounds terrible) and the experience of men in general (they did ok). I'm sorry you've been treated badly...