Conducting a disciplinary meeting quiz - line manager training

Use this quiz in conjunction with the training on conducting a disciplinary meeting.

  1. During a disciplinary process, when does an employee have a statutory right to be accompanied by a fellow worker or a trade union official of their choice?
    1. At a disciplinary meeting only.
    2. At an appeal hearing only.
    3. At both a disciplinary meeting and any appeal hearing.
    4. At both a disciplinary meeting and any appeal hearing where the likely outcome is dismissal.
  2. Which of the following statements is untrue? For a misconduct dismissal to be fair, an employer must show that…: 
    1. …the employee's conduct was sufficiently serious to justify dismissal.
    2. …the employee was guilty of the misconduct beyond doubt.
    3. …it acted reasonably in dismissing the employee for this reason.
    4. …it followed a fair procedure.
  3. Although his prior work record was unblemished, Daniel's recent irresponsible behaviour has cost the company an important deal. In similar circumstances several years ago, another employee was given a final written warning. Which of the following statements is correct?
    1. His manager should overlook Daniel's behaviour on this occasion as it is, after all, his first offence.
    2. As Daniel's manager is furious about his behaviour, summary dismissal will be the only appropriate sanction.
    3. A final written warning will be the only fair sanction.
    4. It seems likely that a final written warning will be appropriate, but Daniel's manager should fully consider any explanation or mitigating factors that he puts forward.
  4. Which of the following statements about warnings is accurate? 
    1. Records should be kept only of final written warnings issued.
    2. The law states that, after 12 months, an employer is no longer able to treat a written warning as "live".
    3. The law states that an employer's disciplinary procedure must contain four different warning stages.
    4. Once a warning has elapsed it should not be taken into account in any future disciplinary proceedings against the employee.
  5. Which of the following statements in relation to appeals is accurate?
    1. Employees should be able to appeal any formal disciplinary decision.
    2. Employees should be able to appeal any formal disciplinary decision, except dismissal.
    3. Employees should be able to appeal any formal disciplinary decision, except a warning.
    4. Employees should be able to appeal any formal disciplinary decision, except demotion.

The answers can be found at the bottom of the training.