You’ve been advised that an employee who’s currently off sick has posted some photos on a social media account. They suggest that, rather than being poorly, this individual is actually quite well.
What should your next move be?
Published 19.11.2015
Many employees call in “sick” only to post a comment on Facebook which spills the beans about what they’re really up to. How do you tackle this problem and decide whether it’s fraudulent sickness
absence?
Published 19.11.2010
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
An employee has come to you with a confession: they’ve misplaced a file and it could be lost for good. Unfortunately, it contains confidential information about a client. Do you forgive and forget,
or launch disciplinary proceedings?
Published 07.04.2010
You’ve received a number of complaints from staff about a colleague who has a rather revolting personal habit - he constantly picks his nose. What’s the best way to tackle this unpleasant situation?
Published 15.12.2014
A few months ago, one of your employees was signed off on long-term sickness absence. Since then, despite various efforts on your part, you’ve not heard anything from them. So is disciplinary action
now a real option here?
Published 07.03.2012
You have concerns about an employee and believe the situation requires a disciplinary investigation. If you begin this process, must you inform the employee or can it be concealed from them?
Published 03.07.2017
During any disciplinary investigation, you’ll need to interview “the accused”. But suppose that some new evidence comes to light after this takes place. Should you re-interview them or can you stick
with the outcome of the original meeting?
Published 17.05.2013
You want to bring disciplinary action against an employee and plan to hold an investigatory meeting so they can give their side of the story. But at what point must you disclose any written evidence
that you have about their misconduct?
Published 27.01.2010
You need to hold an investigatory meeting with an employee to determine whether formal disciplinary proceedings are appropriate. Does the employee have the right to be accompanied during this
investigatory meeting?
Published 10.03.2016