We have an employee who failed to attend a disciplinary hearing. May we proceed to consider the matter in his absence? 

Posted in : First Tuesday Q&A NI on 4 October 2016
Chris Fullerton
Arthur Cox

The LRA Code, referred to above, provides that when an employee fails to attend a first disciplinary hearing, it is good practice for an employer to re-arrange the hearing to an alternative date and give the employee further notice to attend the re-arranged meeting.

If an employee fails to attend any further disciplinary hearings without good cause (for example, ill-health or recent bereavement), the employer should then make a decision on the evidence available. In doing so, employers should weigh up the following considerations:

  • Any rules the Company has regarding disciplinary hearings;

Already a subscriber?

Click here to login and access the full article.

Don't miss out, start your free trial today!

Are you fully aware of the benefits of Legal-Island's Employment Law Update Service? We help hundreds of people like you understand how the latest changes in employment law impact on your business.

Help understand the ramifications of each important case from NI, GB and Europe

24/7 access to all the content in the Legal Island Vault for research case law and HR issues

Ensure your organisation’s policies and procedures are fully compliant with NI law

Receive free preliminary advice on workplace issues from Maxine Orr, Partner at Worthingtons Solicitors

Already a subscriber, now or Start my free trial today

Back to Q&A's This article is correct at 04/10/2016
Disclaimer:

The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.

Chris Fullerton
Arthur Cox

The main content of this article was provided by Chris Fullerton. Contact telephone number is 028 9023 0007 or email Chris.Fullerton@arthurcox.com

View all articles by Chris Fullerton