The 10 Most Common Disciplinary Mistakes Disciplinary proceedings can be a real headache for owners of small businesses and getting the process wrong or cutting corners can be costly and damaging to your business. As a HR Manager in business,
Why Must Disciplinary Allegations Be Set Out Clearly? Why Must Disciplinary Allegations Be Set Out Clearly? The tribunals have ruled that it is a ‘fundamental right’ that in disciplinary proceedings the charge against an employee should be ‘precisely framed’. Any
The Disciplinary Hearing Holding a Disciplinary Hearing with an employee you suspect of misconduct is a key element of the ACAS Code of Practice into Disciplinary and Grievance Matters. The Disciplinary Hearing is part of a fair procedure, whereby individuals
Email Demonstrating Desire To Dismiss Protected By Litigation Privilege An email between an HR consultant and an employer suggesting a pre-determined decision to dismiss has been held by the EAT to benefit from litigation privilege and not fall within the
Tribunals often pay close attention to the notes that were taken during the investigation, hearing and appeal. The ACAS Code of Practice on Disciplinary and Grievance Procedures doesn’t specify what information should be included in formal records of meetings.
Read my Top Tips to getting it right, including: choosing a note taker, what should be recorded and agreeing and distributing the notes.
The Statutory Right To Be Accompanied At A Disciplinary or Grievance Meeting Employees and workers have a statutory right to be accompanied when they are asked, by their employer, to attend a disciplinary or grievance meeting. The person who accompanies
Appeals Against Disciplinary Action Appeals Against Disciplinary Action. The statutory ACAS code of practice on disciplinary and grievance procedures provides practical guidance on handling disciplinary and grievance situations in the workplace, and includes recommendations about appeals against disciplinary penalties. Failing
If the employee resigns after disciplinary proceedings have been commenced and does so with immediate effect, their employment will terminate. There is therefore little point in continuing a disciplinary procedure in respect of an employee who is no longer employed, as no disciplinary sanction can be imposed against a former employee.
In some cases, it may be appropriate for you to suspend an employee from work pending the completion of an investigation. However, given the serious implications of suspension for an employee, including for his or her morale and professional reputation, you must ensure that the circumstances of the case justify it, and that it is necessary to ensure a fair investigation. Suspension will not be necessary in every case.
Read my Top Tips to suspending an employee and download my template letter to confirm a period of suspension.
Six British fans were jailed for between one and three months on Monday, 13 June for their part in the Marseille violence, while on Tuesday, 14 June 24-year-old Birmingham City supporter Daniel Warlow was given a five-year football banning order for his part in the disorder on Friday, June 10.
Read my Top Tips to what options you have if an employee is detained in police custody due to alleged football hooliganism and is unable to attend work?