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The claimant was dismissed by reason of gross misconduct and in particular.
We sent a letter to an employee inviting her to a disciplinary hearing. We received a sick note by return, citing ‘stress’. What can we lawfully do to get the hearing underway? We suspect she is trying to avoid the situation – there’s no history of stress on her record.
One of our employees committed an offence at work two days after a previous warning expired for a similar misdemeanour. Is it lawful to take the old warnings into account? It’s only two days after the expiry of the warning but the hearing might not be able to be held for a couple of weeks, so it will really be 14-16 days after expiry before we can make any decision.
We have an employee who failed to attend a disciplinary hearing. May we proceed to consider the matter in his absence?
Under what circumstances might we grant anonymity to a witness in a disciplinary process and how far should/could we go to protect that anonymity?
If an employee asks to audio record a disciplinary hearing should we let them do so?
How do I calculate annual leave entitlement for an employee working 9am - 5.30pm Monday to Friday with a 30-minute lunch break and 9am to 1pm on Saturday with no break? I realise the Working Time Regulations recognise a maximum 5 day week, but in this instance, the working days are not all the same length, therefore the leave must be calculated in hours, so do I include Saturday hours?
We have recently employed someone who is subject to a 6 month probationary period. Can we wait until their probationary period of 6 months has elapsed before auto-enrolling them in our pension scheme?
Is it ever appropriate for an employer to argue frustration of contract, for example, if an employee is given a prison sentence of 3 or more years for an offence that is no way connected with their employment?
An employee who works with us handed in her resignation two weeks ago and proceeded to work her required notice period and is currently still in employment. This employee has now reneged and has requested to withdraw her resignation. Does the employer have an obligation to fulfil the employee’s request?
I work in an organisation which requires all male employees to wear a tie when attending business meetings and conferences on behalf of the company. One of our managers refuses to wear a tie. How should we deal with this?