An employee has been accused of misconduct and somebody needs to chair the disciplinary hearing. The managing director is the most obvious choice, but why is it far better for them to wait in the
wings?
Published 19.10.2015
A director who was sacked after he blew the whistle on alleged serious wrongdoings at senior management level has been awarded over £1.7 million by the employment tribunal. Why was the compensation
so high?
Published 06.10.2017
To enable the directors to focus on running the company, a manager has been brought in. However, there have been a number of complaints about their poor management style. Can you dismiss them because
of this?
Published 28.05.2013
Let’s suppose that, due to a clash of personalities, one of your clients is refusing to have a particular employee back on their premises. Does this objection mean that the directors can move
straight to dismissal?
Published 10.05.2013
In a recent case, the employee was sacked for smoking in his company vehicle. However, although this is illegal and there was a clear no smoking policy in place, his dismissal was held to be unfair.
Where did the directors go wrong?
Published 01.03.2013
You suspect that an employee has committed an act of misconduct. Must you hold a separate investigation meeting with them, or can you move straight to a disciplinary hearing?
Published 21.01.2020
An employee who was sacked after he left lines of sherbet powder and rolled up paper on his desk pretending that they were drug related has won his claim for unfair dismissal. Why was the employer’s
dismissal decision unfair?
Published 06.09.2021
You were about to tell one of your directors to formally account for his poor performance, but he resigned first. Given his position, is this the good news that it seems to be, or are there any
pitfalls? If so, how should you play it?
Published 09.02.2008
Unfortunately, one director doesn’t get along with another member of the board. Nothing’s wrong work-wise - this is just a serious clash of personalities. But as there’s no misconduct to speak of,
are there any grounds for dismissal?
Published 17.05.2011
Let’s suppose that one of your employees has disclosed confidential business information to a third party, such as a client, supplier or competitor. Would this give you fail-safe grounds to dismiss?
Published 05.04.2016