A police officer has made the news headlines after being demoted for selling some police uniform trousers on Vinted. Can you demote as a disciplinary sanction?
Published 28.02.2024
What can you do if you have a genuine reason to distrust a key employee, but it’s not bad enough to dismiss on the grounds of gross misconduct? Must you accept the situation, or are there any other
options available to you?
Published 05.02.2009
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
You’ve previously gone down the warnings route with one of your employees only to find that his performance declines once the warning has expired. You’re fed up with him playing games, so what can
you do?
Published 15.12.2005
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
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
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
You need to impose a disciplinary sanction but can’t decide what would be appropriate. Someone has suggested that an HR advisor should be asked for their opinion. Why is this a bad idea?
Published 02.10.2015
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