by Solutions for HR | Nov 15, 2019 | Employment Law News
What do I do about a disciplinary process when the employee is being investigated for criminal charges? On occasion, an employee is arrested and charged with criminal proceedings that have an impact on them or others at work. When this happens the dilemma is whether...
by Solutions for HR | Nov 15, 2019 | Employment Law News
Ordered a manager to pay over £2,600 We often deal with grievances whereby banter or “off the cuff” remarks are made, often without the intention to offend. In this case, the Leeds tribunal ordered a manager to pay over £2,600 to two staff members after he was found...
by Solutions for HR | Oct 23, 2019 | Employment Law News
Only the disciplinary hearing manager should be reaching a decision A professor at the University of Reading, Dr Dronsfield, was found to be having a sexual relationship with one of his students. Under the university’s rules, he could only be dismissed if his conduct...
by Solutions for HR | Oct 23, 2019 | Employment Law News
Disciplinary process should be used only as a last resort As many of us now know, suspension during a disciplinary process should be used only as a last resort and only if there is a significant risk to the business if the individual remains at work. Employees...
by Solutions for HR | Oct 23, 2019 | Employment Law News
Dealing with long term ill health at work The Government has recently consulted on how employers can better support employees experiencing long-term ill-health at work. The Government’s plan is to encourage early intervention through a strengthening and...
by Solutions for HR | Sep 27, 2019 | Employment Law News
Your investigation must be objective Scams are unfortunately a fact of life nowadays but if this happens in work can you hold your employee liable? To discipline you would need to show that disciplinary action is reasonable and justified in all the circumstances. This...
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