Posts Tagged With 'Disciplinary'

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Coronavirus Q&A for employers

Coronavirus Q&A for employers

Our general Q&A was last updated on 13 May 2020 and covers the most regular questions our employment law team are being asked about Coronavirus. It covers issues relating to self-isolation, sickness absence and pay, annual leave entitlement and contractual issues such as lay-off and rescinding...

Coronavirus update – 7th May 2020

Coronavirus update – 7th May 2020

The Equality and Human Rights Commission has announced guidance for employers. Whilst the guidance is fairly short and directs readers to their existing guidance, it has been noted that the Covid-19 outbreak is having a particular effect on employees with certain protected characteristics and...

Supporting diversity in the workplace

Supporting diversity in the workplace

The moral case for continually striving for improved inclusion and diversity within our organisations is clear. But what does that mean for the business?

12 days of Christmas – an employer’s guide

12 days of Christmas – an employer’s guide

Employers during the festive period should be aware of their role and responsibilities during the festive season – so, we are here to provide some crucial insight.

6 things employers need to know when suspending a member of staff

6 things employers need to know when suspending a member of staff

Recruiting and retaining the right talent to establish an effective management team can take time for any organisation to master – especially when difficult decisions need to be made.

The #MeToo movement - and what it means for employers

The #MeToo movement - and what it means for employers

The number of current and historic sexual misconduct complaints continues to rise throughout 2019, in all walks of the employment law landscape. It is an issue that affects the workplace, and one which the employer needs to be particularly sensitive to.

#MeToo and Beyond – Time to take Sexual Harassment Allegations Seriously (Part 2)

#MeToo and Beyond – Time to take Sexual Harassment Allegations Seriously (Part 2)

In Part 1 of this blog, we discussed the fact that employers are vicariously liable for employees’ actions ‘in the course of employment’, and that this definition can be very wide. We looked at examples, and noted that employers need to be able to demonstrate they have taken ‘all reasonable...

New Employment Tribunal Statistics Published

New Employment Tribunal Statistics Published

The Ministry of Justice has published the provisional tribunal statistics for October to December 2017.

10 steps to fairly manage disciplinary issues

10 steps to fairly manage disciplinary issues

Most employers will, at some stage, have to deal with misconduct by employees. When doing so, it is important to ensure that a fair procedure is followed. It is also important to act consistently and reasonably in relation to any action that is taken...

#MeToo and Beyond – Time to take sexual harassment allegations seriously (Part 1)

#MeToo and Beyond – Time to take sexual harassment allegations seriously (Part 1)

The #MeToo movement has not increased incidents of sexual harassment, but it may well increase reporting of inappropriate behaviour in the workplace as employees feel more empowered to speak out. It is important for employers to handle situations sensitively and professionally...

The test for a fair dismissal – Reasonable investigations

The test for a fair dismissal – Reasonable investigations

In this feature we look at the case of NHS 24 v Pillar UKEATS/ 0005/16/ JW. In this case, the Employment Appeal Tribunal (EAT) held that an Employment Tribunal was mistaken in finding a misconduct dismissal unfair on the basis that the investigation considered previous incidents that had not...

Is suspending an employee pending a disciplinary hearing always the right thing to do?

Is suspending an employee pending a disciplinary hearing always the right thing to do?

Employers often suspend employees pending a disciplinary hearing. This can either be to keep them out of the way whilst the investigation is carried out, or because the employer is concerned about the potential for acts of misconduct to take place in the meantime. Most employers assume that...