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The claimant was dismissed by reason of gross misconduct and in particular.
If an employee raises a grievance during a disciplinary process should we run the matters concurrently or must we suspend the disciplinary procedure to investigate the grievance?
If an employer makes an employee redundant but then offers the same employee another job, is the employee still entitled to a redundancy payment?
If an employee refuses to sign the minutes of a meeting, what precautionary measures can an employer take?
Can you confirm how long training records should be kept for?
An employee has issued an appeal outside our time limits in the disciplinary procedure. May we reject his appeal on the ground that it is too late or might this be held against us if he pursues a legal claim?
We have caught two employees slacking at work. Can we run the disciplinary hearings together as one and must we give them the same penalties, assuming both are found guilty?
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?