Following a disciplinary hearing, you may decide that it’s appropriate to issue a formal written warning to the employee. What information should be included in every such warning?
Published 26.10.2021
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
It’s come to light that, in order to protect their colleague, an employee lied during a disciplinary investigation. What does this mean for those proceedings and how should you tackle this latest
revelation?
Published 10.01.2011
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’ve commenced a disciplinary investigation against an employee but they’re answering all of your questions with “no comment”. Does their refusal to engage with the proceedings prevent you from
moving to a disciplinary hearing?
Published 04.04.2019
Let’s suppose an employee has exercised their right to appeal against a disciplinary sanction. Having heard their appeal, can you hike the sanction if you consider the initial decision was too
lenient?
Published 26.08.2014
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
In addition to written warnings and dismissal, it’s possible to impose a demotion on an employee by way of disciplinary sanction. However, employers have no right to do this automatically. So what
must you always have in place first?
Published 16.11.2012
You suspect an employee of wrongdoing and have instigated your disciplinary procedure. However, rather than give you their version of events, they reply with “no comment” to every question. Where
does this leave you?
Published 18.06.2014
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