You’ve discovered that an employee, who is the subject of disciplinary action, has covertly recorded the hearing on a mobile phone. Do they have the legal right to do this? And what would a tribunal
make of this type of evidence?
Published 22.09.2010
A manager has been asked to conduct a disciplinary hearing. The trouble is, it’s their first time and they’ve confessed to being “a bit nervous about the whole thing”. How can you ensure they don’t
trip up or forget something?
Published 06.11.2014
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
Where the evidence at a disciplinary hearing reveals potential misconduct that wasn’t specified in your original notification of disciplinary hearing letter, are you required to adjourn proceedings
and send out a new letter?
Published 19.04.2007
When facing disciplinary action, not all employees act politely; some become verbally abusive and will try to intimidate you and any witnesses. So what’s the tribunal likely to say if you exclude
them from the proceedings?
Published 07.10.2010
If an employee misses two disciplinary hearings through illness, you might be tempted to arrange a third and go ahead in their absence. However, there is another option available to you. What is it
and how can you ensure it’s legal?
Published 21.03.2019
Following a disciplinary hearing, the chair must decide whether a disciplinary offence has been committed and, where necessary, the appropriate sanction. Why is it dangerous to reach these decisions
immediately?
Published 23.03.2018
You’ve had problems getting an employee to attend a disciplinary hearing, but new evidence has now come to light. You don’t want to delay proceedings any further, so is it okay to give her half an
hour to consider it and then proceed?
Published 13.12.2006
An employee has failed to show up at a disciplinary hearing. They claim this is because the proceedings are “stressing them out”. As this gem of an excuse could be wheeled out indefinitely, what
could you do instead?
Published 18.05.2011
You need to put an employee on notice of a disciplinary hearing regarding their suspected misconduct. How much information should your letter include and why must you get the allegations spot-on?
Published 21.09.2011