In Adeshina v St George's University Hospitals NHS Foundation Trust  IRLR 704 EAT, the EAT held that flaws in disciplinary proceedings leading to a dismissal were remedied by the appeal process, and that the dismissal was fair.
On this week's XpertHR weekly, we consider disciplinary issues around conduct and attendance arising from work-related social events.
On this week's XpertHR Weekly, we consider recent developments to the statutory right to be accompanied at a formal disciplinary or grievance hearing following the important decision in Toal and another v GB Oils Ltd.
An employer's veto on a trade union representative accompanying its employees to disciplinary or grievance hearings led to breaches of the right to be accompanied, an employment tribunal has found.
The Employment Appeal Tribunal (EAT) held that a dismissal will be unfair if the decision to dismiss an employee is improperly influenced by the HR department. The EAT explained the role of HR in disciplinary proceedings.
On this week's XpertHR Weekly, we discuss misconduct dismissals and the process that employers should follow.
A model letter to notify an employee who has failed to respond to previous requests to provide a doctor's statement of fitness for work for a period of sickness absence lasting more than seven days that the matter is now to be treated as unauthorised absence leading to disciplinary action.
The High Court has held that an employer breached its implied duty of trust and confidence towards an employee who was not allowed to be accompanied at a disciplinary investigation by his choice of companion.
The Employment Appeal Tribunal (EAT) has held that procedural defects in an employee's dismissal for allegedly bullying a colleague who "unfriended" her on Facebook could be cured during the appeal stage.
In Jinadu v Docklands Buses Ltd EAT/0434/14, the EAT held that an employee was not entitled to have her disciplinary proceedings suspended while the employer considered a grievance that she had raised about her treatment. However, the case was remitted because the tribunal had failed to make clear findings as to whether she was dismissed for gross misconduct or for poor performance.
HR and legal information and guidance relating to discipline.