Our article last week gave guidance on suspending an employee during a disciplinary investigation and then deciding who should carry out the investigation. Building on that, our piece this week looks at how to carry out a full, fair and competent investigation into the allegations and then decide, based on the evidence, whether disciplinary actionContinue reading “How to conduct a disciplinary investigation, then decide whether disciplinary action is warranted.”
Category Archives: Management
Consider these points before suspending an employee. Plus, who should investigate a disciplinary issue?
This article focuses on the tricky issue of whether an employee should be suspended whilst a disciplinary matter is investigated. We also look at who should be chosen to investigate the allegations, along with who can then hear the disciplinary itself and make a decision. Suspension It should be remembered that suspension in itself isContinue reading “Consider these points before suspending an employee. Plus, who should investigate a disciplinary issue?”
Pitfalls to avoid when taking disciplinary action
Following the release of our ‘Practical Guide to Disciplinary Action’ and last week’s article ‘The 10 steps of taking disciplinary action’, this week we look at the main reasons why employers lose disciplinary action related employment tribunals. After reading up on around 40 tribunals I have summarised the outcomes of some of the most relevantContinue reading “Pitfalls to avoid when taking disciplinary action”
The 10 Steps of Taking Disciplinary Action
In this guide we look at the process for taking disciplinary action, from what to do when it becomes clear action is needed, through investigation, disciplinary hearings, the appeal process and also what needs to be confirmed in writing. The purpose of disciplinary action is twofold: To improve the conduct and performance of employees toContinue reading “The 10 Steps of Taking Disciplinary Action”
How to inform employees of a redundancy decision
So far in our series of articles explaining the redundancy process in detail we have covered reviewing the business then putting a redundancy plan together, announcing the plan to all employees ‘affected’ by the proposal, some important considerations such as the selection process for who should be made redundant from those at risk, and thenContinue reading “How to inform employees of a redundancy decision”
How to consult individually when making less than twenty employees redundant
In this week’s article we continue our explanation of each stage of the redundancy process. So far we have covered reviewing the business then putting a redundancy plan together, announcing the plan to all employees ‘affected’ by the proposal and some other important relevant points to consider such as the selection process for who shouldContinue reading “How to consult individually when making less than twenty employees redundant”
Who and how to inform employees of a plan to make redundancies
In last week’s article we covered reviewing the business to see if redundancies are needed post Covid lockdown and if yes, how to plan it. Following on from that article, this week we look at the announcement(s) that may be needed to kickstart the process with employees. Surprisingly there are no legal guidelines regarding makingContinue reading “Who and how to inform employees of a plan to make redundancies”
How to manage the tricky issue of employee social media posts
As always in my super exciting life I spent Monday morning with a coffee reading up on HR updates and recent Tribunal outcomes. A recent judgement regarding use of social media by an employee that involved abusive comments about his line manager caught my eye as an interesting topic for this week’s article, along withContinue reading “How to manage the tricky issue of employee social media posts”
Could your boss be an actual psychopath?
I was reading this week about the leadership style of Neil Woodford, the disgraced fund manager who has decided to make a comeback plus others in that industry who portray ‘destructive leadership’ where their actions actually work against the good of the company. It made me think about senior leaders I have worked for overContinue reading “Could your boss be an actual psychopath?”