Employment Dicipline

Ok, so we did the Conducting a Disciplinary Procedure – Back to Basics article back in November with the trickier aspects to follow but we have been exceptionally busy over the past few months so we are only getting an opportunity to add the second instalment now. We have looked at 6 areas namely confidentiality, surveillance, witness anonymity, failure to attend, stress-related illness and criminal investigations.

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Festive hangover

The Christmas period is now in full swing and for many employers it will involve organising time off for staff and of course the obligatory Christmas party. Competing annual leave requests and alcohol-fuelled incidents at the Christmas party can create issues for employers so we have decided to produce some guidance in relation to both issues.

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Initially the remit of this article was to look at some of the tricky issues that can arise when conducting a disciplinary and dismissal procedure however over the past number of months we have seen some howlers by employers. Therefore, we thought it would be worthwhile to go back to basics and provide a note explaining how to carry out a disciplinary procedure in a fair and thorough manner with a follow up article coming next week looking at some of the common problems that can arise for employers.

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Misuse Social Media

The world of social media has exploded in the past decade and connects billions of people across the world every day. Whilst platforms such as Facebook, Twitter and LinkedIn can be valuable marketing and communication tools, social media comes with its own unique challenges for an employer. Employees using social media inside and outside of  the workplace can lead to problems for a business. Inside, the workplace, for example, employees’ use of social media could be effecting productivity or the standard of work produced.

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