Search results
You searched in
Business Advice Directory
all "Disciplinary proceedings: state your accusation(s)"
related advice.There are 10 results
A part-time employee who was wrongly accused of theft has just been awarded more than half a million pounds by the tribunal. Where did her employer trip up and what can we learn from its mistake?
Published 03.05.2013
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
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
An employee who is subject to disciplinary proceedings has responded by raising a grievance. They claim that you must automatically put the disciplinary proceedings on hold until their grievance is
concluded. Is this correct?
Published 29.05.2015
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
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
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
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
Until now, it’s been fairly safe for employers to suspend an employee on full pay where gross misconduct is suspected. However, following a recent Court of Appeal ruling, it’s no longer so
straightforward. So what’s changed?
Published 09.10.2012
Search all items in entire site