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Disciplinary Issues

Blog Posts

Good Employee Induction

Posted on 05 April 2022

If you are recruiting there is a great opportunity to welcome and engage new staff members when they join the organisation.  A good induction will al... Continue reading >

2022 Employment Changes

Posted on 14 December 2021

What to look out for in 2022:   The National Minimum Wage and National Living Wage From 6th April 2022, the new hourly rates recommended by the Low... Continue reading >

What is Custom and Practice in Employment?

Posted on 04 November 2021

Custom and practice relates to long standing working arrangements and practices that have become the norm.  These customs and practices may therefore... Continue reading >

Sep, 2021

An Employee Resignation During a Disciplinary Process        

Posted by Helen in Disciplinary Issues

An employer cannot refuse to accept an employee’s resignation at any time.  If an employee has submitted their resignation it is valid even if the employer has not accepted it.  The notice period to be provided should be set out in the terms and conditions of employment or if not specified in a contr...

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boardroom table and chairs
Nov, 2018

When should a Disciplinary Hearing be Postponed?        

Posted by Helen in Disciplinary Issues

The Employee Relations Act 1999 provides employees with the right to be accompanied at disciplinary and grievance hearing and the right to postpone a hearing, where representation is unavailable.  Where an employee has requested to be accompanied, and where his/her chosen companion isn’t available at ...

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Aug, 2018

Why Disciplinary Allegations Need to be Specific        

Posted by Helen in Disciplinary Issues

It is a fundamental part of the ACAS Code of Practice in Disciplinary and Grievance Procedures and a good Disciplinary Procedure, that an employee should be notified in writing if there is a disciplinary case to answer.  The notification needs to contain sufficient information about the alleged miscondu...

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Jul, 2018

The Right to be Accompanied        

Posted by Helen in Disciplinary Issues

Under Section 10 of the Employment Relations Act 1999, employees have the right to be accompanied by a companion, at formal disciplinary or grievance meetings.  It is up to the employee to decide if they wish to have a companion present or not.   Informal Meetings Informal meetings such as fact finding...

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