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Deal with an employee who has been charged with, or convicted of, a criminal offence that occurred outside the workplace
Key points
The fact that an employee has been charged with, or convicted of, a criminal offence that occurred outside the workplace will not necessarily be a reason for disciplinary action.
It may be fair, in certain circumstances, for the employer to dismiss the employee, for example where continued employment would seriously damage the employer's reputation.
The employer must carry out its own investigation and follow a fair procedure before dismissing the employee or taking any other disciplinary action.
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