01271 859 267
office@fitzgeraldhr.co.uk

Discipline and Grievance

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 […]

Natural justice and disciplinary proceedings

Whenever an Employer becomes aware that there’s been an issue of misconduct, it’s necessary to conduct an investigation into the circumstances in order to gather the relevant facts. The purpose of an investigation is to establish a fair and balanced view of the facts relating to any disciplinary allegations against an employee, before deciding whether […]

school safeguarding employee issue

How to handle a school safeguarding issue with an employee

It’s one of the issues that most Headteachers dread and hope will never happen: you’re made aware of a potential safeguarding issue which involves a member of staff. This can cover a multitude of scenarios: a complaint from a parent that a staff member is having inappropriate contact with a pupil via social media; pornographic […]

Infographic: How to Handle an Employee Grievance