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The claimant was dismissed by reason of gross misconduct and in particular.
Where an employee is subjected to several warnings for minor/major misconduct, when is it appropriate to move to final warning?
We are proposing to engage a consultant but are unsure as to whether we can include post-termination restrictions as part of the contract. Please confirm whether it is possible to do so?
If terminating during probation is it necessary to follow the statutory dismissal / disciplinary procedures?
Should the investigating manager generally be different to the manager who sits on the disciplinary panel?
Can an employer contact an employee whilst they are signed-off sick by a doctor?
Can an employer dismiss an employee while on long-term sickness?
When disciplinary allegations are put to an employee, should the employer reference the specific incident or the breach of policy when drafting the notification letter?
Do employees have the right to refuse to participate in a drugs test if not provided for in their contract of employment or a company policy?
Our policy does not permit a solicitor to attend a disciplinary meeting - only a colleague or trade union representative may attend. Is this lawful?
If, having given notice of terminating an employee’s contract of employment an employer changes its mind, can it withdraw this notice?