An employee has decided to appeal against a disciplinary sanction that you recently imposed on them because you didn’t “prove the misconduct beyond all reasonable doubt”. Are you actually required to
prove guilt?
Published 13.01.2017
Let’s suppose that a usually good key employee has committed serious, or gross, misconduct. Rather than dismiss, it would make more business sense to transfer them to your other premises. Would such
a move be legal?
Published 11.03.2013
Most employers have “bringing the business into serious disrepute” listed as a gross misconduct offence in their disciplinary rules. When should this ground for dismissal actually be used?
Published 21.12.2016
When a disciplinary sanction expires, all documents relating to the matter must be destroyed; you can’t keep hold of them “just in case”. But what about a record of the employee’s disciplinary
offence. Must that be erased too?
Published 09.05.2014
An employee has made an allegation of misconduct about another which they strongly deny. It’s a case of one word against the other, so whose do you take? What’s the latest advice from the Court of
Appeal?
Published 19.10.2010
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
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
There’s been an incident of serious misconduct which justifies dismissal. However, your case rests entirely on the evidence of one witness. So before proceeding what steps must you take to protect
your position?
Published 01.07.2011
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
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