Since the changes to dispute resolution took effect in October last year, it’s even more important that you take comprehensive notes at any disciplinary meetings you might have. What are the key
points to include?
Published 21.04.2005
Whenever an employee is facing disciplinary proceedings, a formal written note should be taken at each stage. Any failure to do this could prove fatal in tribunal. But what’s the key to this
all-important exercise?
Published 05.05.2011
An employee is the subject of disciplinary proceedings and wants to bring a companion to the hearing. You don’t recognise any trade unions, yet they’ve chosen a trade union rep to accompany them. Can
you object to this?
Published 27.04.2012
An employee who’s been required to attend a disciplinary hearing to answer misconduct allegations has gone off sick. What should you do about the disciplinary hearing and how should you play it if
their absence becomes long term?
Published 15.01.2021
If an employee misses two disciplinary hearings through illness, you might be tempted to arrange a third and go ahead in their absence. However, there is another option available to you. What is it
and how can you ensure it’s legal?
Published 21.03.2019
An employee has the right to be accompanied by a workplace companion to a disciplinary hearing. But what’s the situation if their companion can’t make the hearing date that you’ve set. Must you
reschedule?
Published 14.06.2022
You’ve discovered that an employee, who is the subject of disciplinary action, has covertly recorded the hearing on a mobile phone. Do they have the legal right to do this? And what would a tribunal
make of this type of evidence?
Published 22.09.2010
When disciplining employees you know that you must act reasonably. So you might be inclined to give them the “benefit of the doubt”, particularly for a first offence. But could a decision like this
ever come back to bite you?
Published 24.03.2010
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
When the issue of disciplinary proceedings arises, many employers focus on carrying out an investigation and the hearing itself. But the process doesn’t end there and it’s vital that you get the next
few stages right. So how is this done?
Published 09.02.2011