Discipline and Dismissal
Q Does a verbal warning have to be confirmed in writing?
A Yes, to form part of your formal disciplinary procedures, it must be confirmed in writing.
Q I have just issued a member of staff with a final written warning and they have now raised a grievance about this. Do I now have to hold a grievance investigation into this matter?
A No, this should be dealt with as an appeal against the disciplinary action. In order to protect the Company, write to your employee explaining that you are treating their grievance letter as an appeal against the final written warning. You only need to hold a separate grievance meeting in these circumstances if they have raised issues which are outside of the disciplinary process.
Q One of my employees has not been performing well for the past 18 months. I have worked through our disciplinary procedures, and they are currently on a final written warning. Unfortunately, it is very likely that this person will need to be dismissed after the next performance management meeting; do I have to give them notice of termination of their employment?
A Yes, all dismissals, with the exception of gross misconduct dismissals, should be with notice.
See also:
| Copyright © 2009 Effective People | Site Map |
|
|