Where an employee has committed misconduct, you’ll probably issue them with a written warning or a final written warning as a disciplinary sanction. How long should the written warning remain valid
for, and can you ever extend it?
Published 23.06.2021
Whilst you’re legally required to have disciplinary and grievance procedures, what’s the best way of bringing them to employees’ attention and what are the most important points to get across?
Published 17.05.2007
As the formal disciplinary process can be fraught with danger, making the most of informal warnings makes good sense. How can you take full advantage?
Published 05.05.2006
Since the changes to dispute resolution took effect in October last year, it’s even more important that you take comprehensive notes at any disciplinary meetings you might have. What are the key
points to include?
Published 21.04.2005
As you know, written warnings can be taken into consideration when deciding whether to dismiss an employee. But is it safe to rely on expired warnings? What does a recent case have to say?
Published 30.11.2006
Most employers have at least one whinger on the payroll at some time, but how can you best deal with this type of behaviour and limit the negative effects on other staff? In certain circumstances, is
it possible to dismiss?
Published 22.01.2009
A client has complained about how an employee dealt with a telephone query. The allegation is fairly serious, but you have no independent evidence to prove or disprove it. Can you discipline and if
so, under what circumstances?
Published 15.05.2008
When disciplining employees you know that you must act reasonably. So you might be inclined to give them the “benefit of the doubt”, particularly for a first offence. But could a decision like this
ever come back to bite you?
Published 24.03.2010
When faced with a disciplinary hearing many employees will try to derail the proceedings. One common tactic is to attend but then become totally distraught. What’s the best way to handle this type of
drama?
Published 24.03.2016
Following an allegation of serious misconduct, an employee is under police investigation. Should you press ahead with your own disciplinary action or postpone it? What does the Employment Appeal
Tribunal say?
Published 19.11.2010