Discipline

New and updated

• Type:

  FAQs

  Will it always be necessary to hold an investigatory meeting with an employee suspected of misconduct?

• Type:

  Employment law cases

  Mechanic unfairly dismissed on the spot contrary to Acas code

  The employment tribunal in this case increased the amount of compensation awarded to an unfairly dismissed employee because of his employer's failure to provide a written statement of terms and conditions of employment or to dismiss him in accordance with the Acas code of practice on disciplinary and grievance procedures.

• Type:

  FAQs

  When an employee who is subject to disciplinary proceedings raises a grievance, must the employer put the disciplinary proceedings on hold?

• Type:

  FAQs

  If an employer wishes to suspend an employee during a disciplinary investigation, must it have a contractual power allowing it to do so?

• Type:

  FAQs

  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?

• Type:

  FAQs

  Can the time period for which a warning is active be "paused" when an employee goes on maternity leave and then "resumed" afterwards?

• Type:

  FAQs

  When an employee is issued with a formal warning, should the employee be required to sign and return a copy of the warning letter?

• Type:

  Employment law cases

  Case round-up

  Helen Samuel, associate solicitor and Anna Bridges, associate solicitor, at Addleshaw Goddard, detail the latest rulings.

• Type:

  Letters and forms

  Letter to employee following disciplinary investigation confirming no further action will be taken

  A model letter following a disciplinary investigation to inform an employee that no further action will be taken.

• Type:

  Employment law cases

  Case of the week: Injunction against disciplinary hearing

  This week's case of the week, provided by DLA Piper, covers an injunction against a disciplinary hearing.