
Dealing with no shows to disciplinary meetings
BLOG Imagine the situation. You have invited an employee to a disciplinary meeting. You have informed them of the date, time and place of the

BLOG Imagine the situation. You have invited an employee to a disciplinary meeting. You have informed them of the date, time and place of the

Recent events have thrown up the question of what happens if an employee resigns in the midst of a disciplinary procedure. The press has gone

BLOG A fair disciplinary procedure rests on several essential ingredients: inform the employee of the issue, hold a disciplinary hearing, allow them to be accompanied, let them respond

Blog What do you do if a witness to a workplace incident at the centre of a grievance wants to remain anonymous? Let’s imagine

Viewing or downloading pornography or sexually explicit material on work computers is almost always unacceptable. There are very few exceptions to the rule and in

BLOG Having a disciplinary procedure is not all about disciplining employees. It’s also about working with your staff to maintain high standards of conduct and

Blog Our Employment Law Advisers often receive calls from anxious employers about how to handle disciplinary and grievance issues. Rightly so, because not following the

BLOG Two of the main reasons that employers end up in Employment Tribunals are a failure to follow a fair procedure and a failure to

Volunteers are at the heart of most charities, but unfortunately, there’s always the odd bad apple. Most people at your charity will be a fantastic

Blog Handling grievances in a quick and efficient manner can be extremely beneficial to an employer – you can maintain good employment relationships, prevent small