FAQs

All items: Discipline

Will it always be necessary to hold an investigatory meeting with an employee suspected of misconduct?
When an employee who is subject to disciplinary proceedings raises a grievance, must the employer put the disciplinary proceedings on hold?
If an employer wishes to suspend an employee during a disciplinary investigation, must it have a contractual power allowing it to do so?
If an employee with a warning for misconduct commits a different type of misconduct, can the employer move straight to the next stage of the disciplinary procedure?
Can the time period for which a warning is active be "paused" when an employee goes on maternity leave and then "resumed" afterwards?
When an employee is issued with a formal warning, should the employee be required to sign and return a copy of the warning letter?
How should employers deal with employees who are late for work due to having stayed up to watch a World Cup match the night before?
In what circumstances can a misconduct issue be resolved informally?
In what circumstances will it not be appropriate to try to resolve an issue of misconduct on an informal basis?
Does an employee have the right to be accompanied by a colleague or trade union official at an informal meeting to discuss minor misconduct?

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About this category

Frequently asked questions and answers on discipline.