You’ve commenced disciplinary proceedings against an employee who’s been accused of misconduct and need to interview a witness. How can you ensure that you get the most out of the interview process?
Published 20.04.2018
A serious misconduct allegation has been made against an employee and there’s definitely a witness. The trouble is, you don’t know who it is. Can you call all of your staff together and ask them what
they know?
Published 15.01.2019
You need to hold an investigatory meeting with an employee to determine whether formal disciplinary proceedings are appropriate. Does the employee have the right to be accompanied during this
investigatory meeting?
Published 10.03.2016
You have concerns about an employee and believe the situation requires a disciplinary investigation. If you begin this process, must you inform the employee or can it be concealed from them?
Published 03.07.2017
If the police are investigating an employee because of alleged misconduct at work, can you rely on them to do your investigative work for you? What’s the position in light of a recent case?
Published 29.06.2006
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
A client has complained about how an employee dealt with a telephone query. The allegation is fairly serious, but you have no independent evidence to prove or disprove it. Can you discipline and if
so, under what circumstances?
Published 15.05.2008
Quite often, when an employee is informed that they are to be made the subject of disciplinary proceedings their reaction will be to resign. In this situation should you continue with your
disciplinary procedure?
Published 11.02.2014
One of our subscribers recently found an employee asleep in the toilets when he should have been working. They want to bring disciplinary action, but the member of staff says he was feeling unwell.
How should they play it?
Published 18.05.2010
An employee has seen some comments on a colleague’s private Facebook page which are clearly derogatory towards your business. Can you use this evidence to start disciplinary proceedings?
Published 22.04.2016