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The claimant was dismissed by reason of gross misconduct and in particular.
One of my employees has alleged that their line manager is sexually harassing them. How should employers approach this issue?
Can an individual who gives evidence during a workplace investigation request anonymity?
Where an employer is carrying out a disciplinary investigation into an employee’s misconduct at work, what are the implications if the police become involved?
Can audio recordings be used as evidence in a tribunal hearing or should notes be taken when carrying out a workplace investigation?
What role should HR play in a disciplinary investigation?
Our policy does not permit a solicitor to attend a disciplinary hearing. Only a colleague or trade union representative may attend. Is this lawful?
It has come to our attention that an employee has made derogatory comments about their manager on social media. The individual’s Facebook page is set to private; however, a colleague who is a friend on Facebook viewed the comment and informed management and would like to be kept anonymous. How can HR approach this situation?
If employees go to a bar after an official workplace social event and have an argument, should the altercation be considered a workplace issue and are the company liable for any injuries caused?
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 employee refuses to sign the minutes of a meeting, what precautionary measures can an employer take?