Where an employee has committed misconduct, you’ll probably issue them with a written warning or a final written warning as a disciplinary sanction. How long should the written warning remain valid
for, and can you ever extend it?
Published 23.06.2021
Following a disciplinary hearing, you may decide that it’s appropriate to issue a formal written warning to the employee. What information should be included in every such warning?
Published 26.10.2021
It’s come to light that, in order to protect their colleague, an employee lied during a disciplinary investigation. What does this mean for those proceedings and how should you tackle this latest
revelation?
Published 10.01.2011
You believe that one of your employees has committed a potential misconduct offence and intend to investigate the matter. When must the disciplinary investigation actually start?
Published 02.07.2018
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
In addition to written warnings and dismissal, it’s possible to impose a demotion on an employee by way of disciplinary sanction. However, employers have no right to do this automatically. So what
must you always have in place first?
Published 16.11.2012
An employee has come to you with a confession: they’ve misplaced a file and it could be lost for good. Unfortunately, it contains confidential information about a client. Do you forgive and forget,
or launch disciplinary proceedings?
Published 07.04.2010
Let’s suppose an employee has exercised their right to appeal against a disciplinary sanction. Having heard their appeal, can you hike the sanction if you consider the initial decision was too
lenient?
Published 26.08.2014
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
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