In certain circumstances an employee who is the subject of disciplinary proceedings has the right to postpone the hearing. When does this arise and how many postponements must you agree to?
Published 13.01.2014
When faced with a disciplinary hearing many employees will try to derail the proceedings. One common tactic is to attend but then become totally distraught. What’s the best way to handle this type of
drama?
Published 24.03.2016
An employee has failed to show up at a disciplinary hearing. They claim this is because the proceedings are “stressing them out”. As this gem of an excuse could be wheeled out indefinitely, what
could you do instead?
Published 18.05.2011
It’s common for employees to fail to turn up to disciplinary hearings. You probably reschedule the meeting and if they still fail to show again, hold it in their absence. In light of new case law, is
this still a safe strategy?
Published 02.11.2006
You’ve had problems getting an employee to attend a disciplinary hearing, but new evidence has now come to light. You don’t want to delay proceedings any further, so is it okay to give her half an
hour to consider it and then proceed?
Published 13.12.2006
You suspended an employee and had arranged a disciplinary hearing. However, he produced a GP’s note claiming that he was too stressed to attend. You re-arranged it and the same thing happened. What
can you do?
Published 16.06.2005
You’re about to write to an employee asking them to attend a disciplinary hearing. It’s been suggested that you set a time limit, e.g. two hours, to ensure that the hearing doesn’t go on any longer
than is necessary. Why is this a bad idea?
Published 31.10.2023
If an employee misses two disciplinary hearings through illness, you might be tempted to arrange a third and go ahead in their absence. However, there is another option available to you. What is it
and how can you ensure it’s legal?
Published 21.03.2019
You need to discipline a younger member of staff and have notified them about the hearing. Trouble is, their mum also works for you and they’ve nominated her as their workplace representative! Can
you object to their choice?
Published 28.09.2009
Where the evidence at a disciplinary hearing reveals potential misconduct that wasn’t specified in your original notification of disciplinary hearing letter, are you required to adjourn proceedings
and send out a new letter?
Published 19.04.2007