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The claimant was dismissed by reason of gross misconduct and in particular.
We are in the midst of a disciplinary investigation which involves CCTV footage of the employee. The employee has been given numerous opportunities to review the footage but has requested a copy of the DVD. Do we need to give him a copy?
An employee fails to meet targets/deadlines – how can I proceed?
What can the Trade Union Representative say/not say during an investigation/hearing and can the chair say "no" to them?
A Manager wishes to issue the following memo to all staff;
It has been decided that, in all disciplinary meetings all communications must be in English. It will not be permitted for anyone to communicate in any other language. This will ensure that everyone present knows what is being discussed.
Is there any way in which this can be justified without breaching race discrimination law?
In what circumstances will an employment tribunal accept covert monitoring as evidence?
Please advise on the use of social media e.g. Facebook in relation to recruitment and in relation to dismissal where a staff member is making inappropriate comments about the organisation/ specific personnel.
Why is a thorough investigation important in disciplinary cases? Is it a legal requirement?
If an employer receives an anonymous written bullying complaint naming an individual and alleging bullying, what are their obligations regarding follow up?
Do employees have the right to be accompanied or represented at disciplinary and grievance meetings / hearings? What is the difference between ‘accompanied’ and ‘represented’ and what / who determines whether an employee has a right to be accompanied or represented?
May I dismiss an employee who has under one year’s service without going through the disciplinary procedure?