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The claimant was dismissed by reason of gross misconduct and in particular.
What are the consequences for an employer who does not let an employee bring a companion to a disciplinary or grievance hearing?
Can employment be terminated during the probationary period? If so, what are the risks to employers?
Is compensation awarded for injury to feelings on the increase? Is there any practical advice that can be given in taking steps to reduce injury to feelings costs?
Where an employee is subjected to several warnings for minor/major misconduct, when is it appropriate to move to final warning?
Should the investigating manager generally be different to the manager who sits on the disciplinary panel?
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?
Our policy does not permit a solicitor to attend a disciplinary meeting - only a colleague or trade union representative may attend. Is this lawful?
An employee has been involved in an incident which may be considered to be gross misconduct that we think warrants immediate dismissal under the terms and conditions contained in the employment handbook. Is it possible to dismiss this employee without a disciplinary hearing given their alleged gross misconduct?
What is the current position in relation to disability absences being taken into account by an employer for disciplinary action?
What is the liability in relation to the termination of an employment contract during a probationary period?