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Did you mean to type: Disciplinary Grievance Dismissal? (146 results)

28 results found showing 1 - 20

  1. Employment Tribunal rules officer was unfairly dismissed

    Oh dear, stress again!!!!! Not really suitable behaviour for police officers during or after the incident is it - no wonder people have lost respect for them. BUT WHEN will employers learn that no matter how ridiculous or self brought on complaints of bullying, harassment, stress at work are, it is

    Comment | 5 Mar 2013

  2. Employee unable to attend disciplinary hearing

    ...r payroll final payment, and sent him all details, paid outstanding wages, sent P45 etc. So we had now got to around 6 weeks after he first walked out. We heard nothing until two days before the tribunal deadline, when we got a letter saying he was taking the company to a tribunal for unfair dismissal. All of which process then went on in the way it does until the day of the hearing. That went as would be expected, he allowed his tendancy to flare up to show, we answered the questions asked etc. Tribunal Chairman said would consider over lunch and sent us to our respective rooms, and less than ...

    Comment | 28 Feb 2012

  3. Employee unable to attend disciplinary hearing

    ...but you don't have anything to gain by entering a discussion on the matter. You haven't even held the disciplinary yet, had an outcome, issued corrective measures (if any). In your situation, I'd stay focused and keep going with my process but always being polite - taking the extreme possibility of dismissal followed by tribunal (ex-employee with nothing to lose ...) then you don't want to be painted as uncaring to your staff, but you do have a business to run and you are allowed to manage these issues in a timely manner. Just checking, but she hasn't any outstanding grievances against the company, ...

    Comment | 15 Feb 2012

  4. Capability Dismissal whilst off Sick

    Do you have company policies of these matters ie capability, disciplinary and grievance and probation as it is not easy to prove you are acting fairly if you do not have them. Get some made up and consult with staff on them before implementing them.asap. Ask for a second opinion and pay for a me

    Comment | 7 Dec 2011

  5. Can the breach of company’s Policy and Procedure amount to unfair and /or wrongful dismissal

    ...nd counsel for improvement. If he/she committed the same offence, the employee should be given verbal warning. It later make known to me that the employee formally complaint of unfairness in the conduct of the investigation by the manager who instigated the offence to HR prior to the date of the disciplinary, but her complaint was not considered, the disciplinary chairperson continued with the hearing without re-investigation. Also, the employee reiterates this to the appeal chairperson as a grievance. None of these were considered at those levels before appeal decision. The employee complaint was th...

    Comment | 22 Feb 2011

  6. Can this amount to unfair and /or wrongful dismissal

    Thank you all for your online contribution towards this particular subject. Now the employee has submitted her claims to the Tribunal, she presented claims for Unfair and /or wrongful dismissal. Her listed issues at Tribunal are: Race Discrimination; her grievances presented amount to protected acts; also she claims dismissal procedurally unfair. She further requested for compensation on the following: Unfair dismissal; Injury to feelings and Personal injury. Due to the post evi...

    Comment | 7 Jan 2011

  7. Can this amount to unfair and /or wrongful dismissal

    ...Two working days after the hearing with the employee, the manager's colleague who received the grievance on-behalf of HR manager claimed to have found fault with the job assigned to the employee 12 days prior to the hearing date and he fashioned the 'offence' as 'gross mis-conduct' which led to the dismissal of the employee. Now, the employee insisted that the assigned task was completed as instructed but the allegation was contrived as a vengeance to her complaint against a manager's colleague. The witnesses produced by the company are: The manager who the employee raised a grievance against and hi...

    Comment | 4 Jan 2011

  8. Help please - Grievance hearing tomorrow

    ...Two weeks later the manager feels he is seeing light at the end of the tunnel with one but not the other, he carries out a probationary review and informs her that he cannot see her coming up to the standard required and ends her probation. She now says that she "will be pursuing a claim of unfair dismissal through her union Unite". She says she was never given indication either verbally or written that she was on a probationary period - all others started at the same time have confirmed they received their letter but she has not returned her contract to us. She says she did not receive either a wri...

    Comment | 6 May 2010

  9. Employers who lose tribunals could be fined

    Peter, Way, way back in the mists of time (i.e. at the start of this thread)... It's all to do with reducing the number of ET cases brought. Successive legislation and COP have tried to ensure that employers have a system in place to deal with grievances, disciplinaries and dismissals. However, despite all the assistance available, some are refusing to follow good, parctical guidelines. There is no legal or moral argument needed - it's all about cost.

    Comment | 11 Feb 2011

  10. Playing the sick game

    ...r to work with OH to sort out her return to work. If she refuses to talk to OH and says she has left then you can probably consider she has resigned. However considering she has 5 years service it sounds likely that she will take you to a tribunal either for harassment / bullying or constructive dismissal. I would write to her and concentrate on four paragraphs. 1) person a has said the employee has said she is not coming back to work, please can she confirm if this is her feeling and if so what is her reason. 2) You understand she is currently feeling under stress and that although she may hav...

    Comment | 23 May 2013

  11. Employee threatening to take us to employment tribunal

    ... mentioned witness statements: It would seem that I was poorly served by my lawyers : As part of my learning curve, I have picked up on a multitude of aspects of my case that should have been emphasised. Most of these are in relation to the unreasonable processes involved in the grievance and dismissal. Many of these I pointed out to them and they said it 'would not make any difference'. Some I am still discovering. For example, there was no witness statement from me in the bundle produced for the disciplinary hearing. I was asked if I wanted to submit one prior to being interviewed by the invest...

    Comment | 1 Mar 2013

  12. CCTV IN THE CANTEEN

    ...isciplinary hearing - of course if the employer decided to take the disciplinary route. Finally if the incident amounts to violent behaviour, the company will not want to be seen as condoning violence at workplace. Violence at work is a gross misconduct and as such it is very likely to result in dismissal. Your friend should prepare himself very well to any meeting with the employer, cooperate and take his own notes and think of any mitigating circumstances existing at the time of the incident.

    Comment | 10 Jan 2013

  13. dishonesty at work

    Hi, the acas code of practice for dealing with disciplianry and grievance issues also allows you to use the code when dealing with issues relating to capability. I think here you need to be investigating this fully to determine whether you think this is an issue of misconduct (lying) or capability (

    Comment | 10 Feb 2012

  14. Dishonesty - but not tangible dishonesty

    ...on has less than twelve months service, you are free to dismiss with notice, over twelve moths service you will have to use your disciplinary policy. If sacked, they have three months less one day to issue an ET1 in the employment tribunal and the procedural fairness and the underlying reasons for dismissal will be adjudicated on. Simples. Your friendly lawyer.

    Comment | 15 Dec 2010

  15. Dishonesty - but not tangible dishonesty

    ... * This right applies to all workers, not just employees * The right applies to certain disciplinary and grievance meetings which may result in some disciplinary action or where the grievance is about the employer's duty to the worker. This includes any meetings held as part of the statutory dismissal and grievance procedures * Workers should be informed that they have a statutory right to be accompanied by a fellow worker or trade union official if they make a reasonable request to be so accompanied. Workers should also be reminded of any rights of accompaniment they have over and above...

    Comment | 15 Dec 2010

  16. TUPE

    Hi Vicky Thanks for your question. As the Handbook only provides an overview of the TUPE Regulations, the information you are after - known as 'employee liability information' - hasn't been listed. However, the following is taken from Workplace Law's TUPE Special Report: Regulation 11 of TUPE

    Comment | 9 Nov 2010

  17. What is an acceptable time to suspend on full pay?

    ... it. Now the disciplinary has been done but you don't know the outcome. Question is what redress did you get toward your damage - leave her punishment on one side. Also, you say you are suffering harrasment at the hands of other. If the answer to the question is NO, then you have the right to start grievance, one against not receiving compensation for damge to your car and second being bullied and harassed by other staff. Don't get emotional and step back and understand what evidence you need to look for. It is for the Judge and Jury i.e. employer and HR to decide the punishment, you don't have the righ...

    Comment | 23 Jun 2010

  18. Probationary Period

    Hi, There are a number of points with this situation and firstly, the most important one is that unfair dismissal can only be claimed after 12 month's continuous service. The other is that a contract of employment doesn't have to be written, if she's been working for the last few months, it is deemed that she's accepted a contract and working relationship. If she was outside of her probation period then...

    Comment | 24 May 2010

  19. Probationary Period

    ...Two weeks later the manager feels he is seeing light at the end of the tunnel with one but not the other, he carries out a probationary review and informs her that he cannot see her coming up to the standard required and ends her probation. She now says that she "will be pursuing a claim of unfair dismissal through her union Unite". She says she was never given indication either verbally or written that she was on a probationary period - all others started at the same time have confirmed they received their letter but she has not returned her contract to us. She says she did not receive either a wri...

    Comment | 5 May 2010

  20. Redundancy Consultation

    Hi Mike, this is an interesting question. It is often assumed that there is a legal right of accompaniment at a redundancy consultation meeting. In fact there isnt. Under the statutory dismissal procedures, there would have been a right to be accompanied at a meeting where dismissal was contemplated, which under that legislation would have included redundancy dismissal meetings. Since the repeal of that legislation in April, the legal right of accompaniment relates to disciplinary and grie...

    Comment | 15 Jun 2009

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