An employee has committed a few acts of misconduct in close succession. Individually, they only warrant a written warning. Can you add them all up and allege this is actually a matter of gross
misconduct?
Published 21.05.2014
You’ve carried out a proper disciplinary procedure and come to the conclusion that both are guilty of gross misconduct. Is it OK to dismiss one and give the other a final written warning?
Published 06.04.2006
The tribunal recently looked at a case where the employee had been sacked for punching a colleague after a works party. He claimed that this decision was unfair as their spat happened after hours.
Did this get him off the hook?
Published 16.01.2013
The tribunal has ruled that an employee who was sacked for liking and sharing a Facebook post which criticised her boss was unfairly dismissed. Where did the employer go wrong?
Published 07.11.2022
Let’s suppose that an employee has been accused of misconduct. They are already subject to a live final written warning but it’s for something entirely different. Does that mean it cannot be taken
into account?
Published 16.11.2016
An employee suspected of gross misconduct has just admitted their guilt. You both know that this will end in dismissal so why bother with all those tedious and time-consuming procedures?
Published 11.01.2008
Following a disciplinary hearing, further negative information has come to light about the employee. According to the Employment Appeal Tribunal, can it be taken into account when determining the
appropriate sanction?
Published 01.02.2016
It’s so easy to slip up when dealing with a disciplinary issue at work. In this article we’ve taken a back-to-basics approach covering the very essentials to help ensure you come out on top. What’s
to learn?
Published 23.03.2006
An employee has been accused of serious misconduct. You’ve taken witness statements from several colleagues who say that they “didn’t see anything”. Should you disclose them to the accused?
Published 19.11.2018
You’ve previously gone down the warnings route with one of your employees only to find that his performance declines once the warning has expired. You’re fed up with him playing games, so what can
you do?
Published 15.12.2005