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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?
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?
Could you explain when ‘modified disciplinary procedures’ can be applied?
Does the full disciplinary procedure need to be exhausted within a probation period i.e. verbal, written etc.?
If an employee has been called to a disciplinary meeting, can he/she bring a tribunal representative or solicitor with them to this meeting?
Can we consider increasing a penalty sanction from final written warning (FWW) to dismissal on appeal?