Posts Tagged With 'Disciplinary'

News, opinion, legislation, case studies, clients and free resources.

#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...

10 tips for managing grievances

10 tips for managing grievances

Workplace grievances can arise at any time from any employee. It is very important for employers to approach grievances reasonably and fairly. To help you, we have put together our top 10 tips on managing workplace grievances...

How to carry out a fair performance management process

How to carry out a fair performance management process

Underperformance in the workplace can be a common issue. How do employers go about dealing with poor performance fairly? Read our top ten tips in managing poor performance...

Dismissing an employee – How to do it fairly

Dismissing an employee – How to do it fairly

It can often be a minefield when looking to terminate an employee’s employment. An employer must ensure they act fairly and reasonably in relation to any decision taken. In this blog, we have set out areas to consider before embarking on a dismissal process...

Is it really Redundancy?

Is it really Redundancy?

Before embarking on a redundancy process, it is always prudent for employers to consider whether a genuine redundancy situation exists.

HR Flash Point: How do I take back control of our HR budget?

HR Flash Point: How do I take back control of our HR budget?

As an HR leader, you’re faced with the daily challenge of corralling a team that keeps your organisation working smoothly and continuously moving forward. No matter what the challenge – employee relations, disciplinaries, redundancies – you and your team can adeptly handle anything your...

Serious misconduct which could be linked to disability

Serious misconduct which could be linked to disability

Risby v London Borough of Waltham Forest [2015] In this case, the Employment Appeals Tribunal (EAT) has held that there only needs to be a loose causal link between an employee’s conduct and their disability for a “discrimination arising from disability” claim to be made.