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Discipline and Grievance

workplace bullying and harassment

Four ways to combat workplace bullying and harassment

Workplace bullying and harassment is more common than you may think. Not many people know what to do if they’re being bullied or harassed, or even what amounts to bullying and harassment, which means that a high percentage of incidents are not reported. Workplace harassment has received a lot of public criticism in the media […]

manage work related stress

How to manage work related stress

April is ‘Stress Awareness Month’, which has been promoted by the Stress Management Society since 1992. In that time, wellbeing movements have become more visible, and mental health awareness has increased. The discussion is moving in the right direction, but we still have a long way to go to improve our relationship with stress, and reduce […]

employment law discrimination claims

Employment law round up: Discrimination claims at tribunal

To keep you up to date with relevant developments in employment law, we’ve drafted a summary of some of the most recent cases and what they mean for your employment practices. This includes examples of the importance of following fair procedures and policies to treat all employees equally and avoid discrimination claims. We also look […]

Christmas Party

The Christmas Party: Five ways Employers can keep things jolly

Overindulgence is part of the festive season. That extra mince pie at the market, the glass of red on a cosy dark night in, the endless sweet treats not to mention the mammoth feast on Christmas day itself! It is very easy to get carried away with it all. Yet there is one place where […]

misconduct at the Christmas party

How to deal with misconduct at the Christmas party

Dealing with misconduct issues arising at Christmas parties During the festive period, many managers and HR departments unfortunately find themselves faced with disciplinary issues arising from misconduct at the Christmas party. This blog post considers what action should be taken when companies experience difficult scenarios during work Christmas parties and how to resolve these. A […]

Employee suspension

Employee suspension: Not necessarily a ‘neutral act’

When an employee does something which potentially constitutes misconduct, the common reaction is to suspend employees on full pay, pending any investigation and possible disciplinary hearing. However, a recent case calls this approach into question. Typically, employee suspension has been widely regarded as a ‘neutral act’, meaning it causes no detriment to the employee. The […]

Tackling poor employee timekeeping

We have all, at some point, been late for work. There will always be occasions where something happens, out of our control, which prevents us from arriving to work on time. However, when an employee is regularly late for work, at best, this can be frustrating but, at worst it can have a detrimental impact […]

Issuing Employee Warnings Appropriately

A recent Employment Appeal Tribunal (EAT) decision has reinforced the importance of issuing employee warnings appropriately. If an employee is dismissed for misconduct following an earlier warning, a tribunal will examine how much weight has been placed on the previous warning. This will determine whether the dismissal has been fair or ‘within the band of […]

Covert Recording

Recording Workplace Meetings

Occasionally, when a member of staff is invited to attend a formal meeting, they may ask to record the proceedings. As a manager, you may feel reluctant to allow this because of concerns that it may make participants uncomfortable and subsequently unwilling to contribute fully. In some cases, managers worry that their comments could be […]

Writing a Misconduct Warning Letter

Once a disciplinary hearing has been conducted, the decision should be confirmed to the employee in writing as soon as reasonably possible. This should be done in the form of a Misconduct Warning letter. In many cases, the decision will be communicated verbally to the individual, however, this should always be followed up in writing […]