Indicator - FL Memo
Telephone: (01233) 653500. Fax: (01233) 647100 customer.services@indicator-flm.co.uk - www.indicator-flm.co.uk
Calgarth House, 39-41 Bank Street, Ashford, Kent TN23 1DQ VAT GB 726 598 394. Registered in England. Company Registration No. 3599719
[telephone_number] => (01233) 653500
[lastname_cp] =>
[city_county] => Kent TN23 1DQ
[country] => United Kingdom
[website1] => www.indicator-flm.co.uk
[loyalty_agent] => Gemma Rump
[loyalty_phone] => (01233) 438022
[city] => Ashford
[webshop] => http://www.indicator-flm.co.uk
[loyalty_time] => <strong>Contact online support for any issues relating to the use of this online solution</strong>, for example logging in, using the search facility, understanding how the resources differ, how to save content, etc. <br />
If you have a <strong>technical question</strong> about <strong>content</strong>, please contact our <strong>dedicated Helpline</strong>.<br />
Mariam, your online support, can be <strong>contacted during normal business hours</strong>:
[vat_name] => VAT
[vat_value] => GB 726 598 394
[website2] => www.flmemo.co.uk
[emailcs] => customer.services@indicator-flm.co.uk
[fax_number] => (01233) 647100
[street_number] => 39-41
[street_name] => Bank Street
[loyalty_mail_from] => Gemma Rump - Online support
[company_name] => Indicator - FL Memo Ltd
)
[_contribArray] => Array
(
)
[decodeAddresscharacters] => 1
[isDevSite] =>
)
Search - Tips & Advice Business Database
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?
The Employment Appeal Tribunal (EAT) has ruled that an employee’s dismissal was unfair due to the conduct of the person appointed to conduct the disciplinary investigation. What should you do
following the EAT’s ruling?
It’s taken you six months to carry out an investigation into an allegation of misconduct and arrange a disciplinary hearing. The employee says that this renders the entire process “unfair”. Is this
correct?
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?
Having been accused of misconduct, it’s quite possible that an employee will put forward several lines of defence. According to the Court of Appeal, are you obliged to thoroughly investigate each
one?
You commenced disciplinary proceedings against an employee due to allegations of serious misconduct. They’ve responded to your action by resigning. Should you continue with the disciplinary
proceedings or not?
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?
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?
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?
You’re conducting a disciplinary investigation and have approached an employee asking them to provide a witness statement. However, they are extremely reluctant to do so. How should you handle the
situation?