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related advice.There are 10 results
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
When a disciplinary sanction expires, all documents relating to the matter must be destroyed; you can’t keep hold of them “just in case”. But what about a record of the employee’s disciplinary
offence. Must that be erased too?
Published 09.05.2014
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
As you know, written warnings can be taken into consideration when deciding whether to dismiss an employee. But is it safe to rely on expired warnings? What does a recent case have to say?
Published 30.11.2006
Where you’re disciplining an employee for a first misconduct offence or managing their poor performance, it can be tempting to shorten the disciplinary or capability procedure by bypassing the first
written warning stage. Is this lawful?
Published 19.03.2024
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
A subscriber currently retains records of all warnings issued to staff, even after expiry. A colleague has advised that this is contrary to the Data Protection Act. Is this correct and if not, can
they justify keeping these records?
Published 20.10.2005
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
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