Following an allegation of employee misconduct, it’s abundantly clear that a disciplinary investigation is required. But supposing you outsourced it to an external employment consultant, would the
tribunal frown on your decision?
Published 09.04.2013
You suspect that an employee has committed an act of misconduct and have appointed a manager to undertake a disciplinary investigation. Does the employee have any right to object to your choice of
investigator?
Published 09.09.2014
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 manager has been asked to conduct a disciplinary hearing. The trouble is, it’s their first time and they’ve confessed to being “a bit nervous about the whole thing”. How can you ensure they don’t
trip up or forget something?
Published 06.11.2014
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
When the issue of disciplinary proceedings arises, many employers focus on carrying out an investigation and the hearing itself. But the process doesn’t end there and it’s vital that you get the next
few stages right. So how is this done?
Published 09.02.2011
The current statutory disciplinary and dismissal procedures (DDP) will be replaced by a new voluntary ACAS Code of Practice on April 6 2009, which aims to promote fairness. So how should you then
handle disciplinary issues?
Published 19.03.2009
You’re going to carry out a disciplinary hearing shortly and need to know if you can cover two unrelated matters at the same time. Is this possible, or would it be better to treat each separately?
Published 01.11.2007
Having asked an employee to attend a disciplinary hearing, they’ve notified you that they intend to bring immediate colleagues as witnesses. Do they have a statutory right to do this and can you
object?
Published 13.04.2022
There’s been an incident of serious misconduct which justifies dismissal. However, your case rests entirely on the evidence of one witness. So before proceeding what steps must you take to protect
your position?
Published 01.07.2011