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 a recent case it was held that it can be fair to rely on an expired warning when reaching a decision to dismiss. So just how far can you go with this - will it always be safe to rely on an old
warning?
Published 20.03.2008
You’ve already told an employee not to do something as you find it unacceptable. A few months on and they’ve done it again! Enough is enough and you want them out. But can you take their earlier
misconduct into account?
Published 03.11.2010
You have an employee who’s less than satisfactory but not quite bad enough to warrant dismissal. After a while you become frustrated and sack him anyway. Why might a final warning be a safer option?
Published 06.10.2005
An employee has committed a few acts of misconduct in close succession. Individually, they only warrant a written warning. Can you add them all up and allege this is actually a matter of gross
misconduct?
Published 21.05.2014
An employee who’s under a live written warning has been found to have committed a further act of misconduct. Is it OK to automatically take the live warning into account when imposing a further
disciplinary sanction?
Published 14.05.2015
Following disciplinary proceedings, an employee was given a final written warning. On reflection, it’s suggested that the right sanction for their misconduct was actually dismissal. Can you start all
over again and up the penalty?
Published 02.07.2012
It’s so easy to slip up when dealing with a disciplinary issue at work. In this article we’ve taken a back-to-basics approach covering the very essentials to help ensure you come out on top. What’s
to learn?
Published 23.03.2006
In a recent case, the employer had imposed wildly different sanctions on two employees who had committed similar disciplinary offences - it dismissed one for gross misconduct but not the other. So
was that an unfair dismissal?
Published 09.02.2012
In November 2015 the tribunal ruled that a London Zoo employee who glassed a fellow colleague in the face was unfairly dismissed. Her behaviour was at the extreme end of the scale, so where did the
employer go wrong?
Published 09.12.2015