A family-run business made the classic mistake of having one person act as "judge, jury and executioner" in a disciplinary procedure against an employee accused of misconduct.
Practical guidance on deciding on an appropriate disciplinary penalty, including verbal and written warnings; dismissal; mitigating factors; and appeals.
In Pinto v Gloucestershire NHS Primary Care Trust EAT/0351/09, the EAT held that an employer acted reasonably in dismissing an employee for gross misconduct after she agreed that a final written warning should be set aside, and the allegations that led to it considered in a fresh disciplinary hearing, together with a number of new allegations of misconduct.