You’ve just informed an employee that she will be subject to your disciplinary procedures for poor attendance. However, she’s responded by resigning. Should you forget about the disciplinary, and if
not, how should you handle matters?
Published 01.06.2007
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
Much has been written about the statutory dismissal and disciplinary procedures in the context of poorly performing employees. But what about redundancy? As this is also regarded as a “dismissal”,
what procedures need to be followed?
Published 02.06.2006
Whilst a recent Court of Appeal case held that a serious personality clash may justify dismissal, you must still follow the statutory disciplinary procedures carefully. What’s the safest way of doing
this?
Published 19.10.2006
You’re holding a disciplinary hearing during which the employee behaves so badly that you decide it amounts to gross misconduct so you dismiss them there and then. Would you be justified in doing
this?
Published 11.01.2008
You suspect that one of your employees has been stealing company equipment and need to carry out an investigation. In light of the new statutory disciplinary procedures, what changes do you need to
be aware of?
Published 18.01.2005
Quite often, when an employee is informed that they are to be made the subject of disciplinary proceedings their reaction will be to resign. In this situation should you continue with your
disciplinary procedure?
Published 11.02.2014
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
One of your employees is OK at her job, but she often grumbles and can be a bit surly with customers. You’re not sure if these are misconduct issues or how to deal with the situation. So how should
you play it?
Published 12.07.2007
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