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If you have a problem with an employee, you may wish to consider disciplinary action.
The information on this page is intended as a general guidance for UK employers, and may not be appropriate for all situations. You should always consider seeking professional advice before acting.
Read more here:
http://www.hrfundamentals.co.uk/employment-advice/conducting-a-disciplinary.php
Posted in Disciplinary
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This guide is based on UK law. It was last updated in June 2011. All employers need to know how to discipline their employees fairly.
Mishandling disciplinary issues gives rise to a huge number of . . .
Read more here:
http://www.out-law.com/page-5801
Posted in Disciplinary
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Use this stage to establish all the facts
If new facts emerge it may be necessary to adjourn the meeting to investigate them and reconvene the meeting when this has been done.
Read more here:
http://www.mylawyer.co.uk/ml/index.cfm?event=base:article&node=A76018BD76755
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Where a grievance is serious or an employee has attempted to raise a problem informally without success, the employee should raise it formally with management in writing.
Where employees have difficulty expressing themselves because of language or other difficulties they may like to seek help from trade union or other employee representatives or from colleagues.
When stating their grievance, employees should stick to the facts and avoid language that may be considered insulting or abusive.
Where the grievance is against the line manager the employee may approach another manager or raise the issue with their HR department if there is one. It is helpful if the grievance procedure sets out who the individual should approach in these circumstances.
In small firms run by an owner/manager there will be no alternative manager to raise a grievance with. It is in the interests of such employers to make it clear that they will treat all grievances fairly and objectively even if the grievance is about something they have said or done.
Read more here:
http://www.mylawyer.co.uk/ml/index.cfm?event=base:article&node=A76018BD76778
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There may be occasions when an employee is repeatedly unable or unwilling to attend a meeting. This may be for various reasons, including genuine illness or a refusal to face up to the issue. Employers will need to consider all the facts and come to a reasonable decision on how to proceed. Considerations may include:
Where an employee continues to be unavailable to attend a meeting, the employer may conclude that a decision will be made on the evidence available. The employee should be informed where this is to be the case.
Read more here:
http://www.mylawyer.co.uk/ml/index.cfm?event=base:article&node=A76018BD76755
Posted in Disciplinary
Tagged disciplinary meeting, employees, employers, Employment
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It is necessary to follow a format during the meetings that follow misconduct or poor performance from an employee. The purpose of the meetings is to determine exactly what has happened, how it happened, when it happened and why it happened. It is not to issue warnings or to take disciplinary actions.
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