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Disciplinary

A box full of trouble with the disciplinary process

No employee wants to feel like they have suffered an injustice and it’s not just an individual who has been unfairly dismissed who will feel that way.

A disciplinary process is never an open-and-shut case

It can be overwhelming for an employee to have any disciplinary allegation levelled against them.

When teaching assistant Jess crashed her car the actions of her employer really did add insult to injury.

She suffered cuts, bruises and a back injury following the late-night collision on her way home from a night out.

The mere mention of performance management is enough to fill some employees with dread.

To be labelled a liar and thief by your employer and urged to resign rather than be sacked is probably as bad as it can get for an employee.

There is a well-known saying that there is no smoke without fire but it’s a dangerous approach to take in disciplinary matters.

Playing practical jokes on 1 April is a tradition that is centuries old - but it can cause modern day problems in the workplace. Despite having no official recognition April Fools’ Day is about making other people look stupid with pranks.

Having to deal with far worse than a nasty hangover after a night out.

An employee accused of a serious crime, arrested, questioned and cleared could be forgiven for thinking that is the end of the nightmare.

There are some disciplinary offences that if admitted can almost guarantee an employee will be dismissed - and theft of company stock is definitely one of them

For an employer working its way through the disciplinary process can be like having to navigate a minefield.

Were here to help when you need it.

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We offer support on a wide range of employment law and HR issues. Our dedicated adviser are here to answer your questions and help you with your concerns. Your call is free and with no oblgation. Calls may be recorded for monitoring and training purposes.

Call us today on 0333 772 0611 or request a call back

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