A disciplinary procedure and grievance procedure permit employers to deal fairly and consistently with employee misconduct and complaints from employees about the workplace.
The “Acas code of practice on disciplinary and grievance procedures” provides employers with the principles for handling workplace disciplinaries and grievances. Employment tribunals will take the code into account when considering relevant cases, with the possibility of a 25% adjustment in any compensation awarded.
ON-DEMAND | Employment lawyer Darren Newman guides you through how to handle effectively misconduct and conflict in the workplace.
A black trainee at AIG Asset Management was victimised by a manager who ‘shut down’ a conversation when the claimant...
A Tesco worker who won a sex discrimination case after being trapped in a room by his female boss has...
A partner at accountancy firm EY has been fined thousands of pounds after he admitted directing sexual comments towards a...
A distillery worker who was sacked for allegedly urinating on a whisky barrel has been awarded more than £11,000 because...
There was a culture of sexism and an “absolute boys’ club” at an armed response unit attached to Police Scotland,...
Almost a thousand police officers have been investigated for posting offensive content on social media.
As more employees return to the workplace, employers may want to know what proportion of their workforce has had their...
A factory worker who was sacked for consuming three beers nine hours before her shift has been awarded more than...
A nursery worker who was chastised for wearing a dress that showed too much cleavage has lost her sex discrimination...
An NHS employee has been awarded a £10,000 pay out after a colleague accessed her confidential patient records when she announced her pregnancy.
A director who claimed he was unfairly dismissed by the company he founded has lost his claim after the tribunal decided there had been an irreparable breakdown in relations.
A banker who carried out an ‘unsuitable’ trade which resulted in financial losses was unfairly dismissed by Credit Suisse because...
Paul Embery was not dismissed for his pro-Brexit views, an employment tribunal found, but had been subject to a ‘witch hunt’ with a ‘pre-determined’ outcome.
Should an employee's unsavoury or offensive opinion always lead to dismissal? Beverley Sunderland looks at examples from case law.
