A Good Quick Overview With Regards To » Employment Law Disciplinary Action
UK employment law, continual petty misconduct?
Where do I Stand in taking serious disciplinary action against an employee who has a large history of petty misconduct Occasions of poor time keeping, small lapses of job performance, poor attitude, occasional poor standard of work, poor customer service, dignity at work lapses, petty insults, also a confrontational / vexatious approach when challenged on the above by junior managers. No one single incident is by any means serious, events do not tend to repeat themselves it's something different each time but they have amassed a history of warnings & counsellings and show no sign of their behaviours coming into line. At what point can i reasonably move to say a final warning even if the trigger event is "petty" and unconnected to a previous incident. I s there a legal expression or clause for this type of behaviour
Have they had any verbal or written warnings previously?
If they have then you can move to final warning or sacking if the behaviour continues.
If not then get the process started asap.
It is upto the company to determine the timescale for improvement but it must be "reasonable".
Make sure you detail all the reasons for the disicplinary and ensure you have regular meetings during the "probation" period.
Ron Cummings Interview Action News
Tags: bookmarks, disciplinary, employment, employment law disciplinary action, healthandsafety, law