Disciplinary

The large majority of businesses do not know how to discipline their staff or what they can discipline for. Mistakes are costly and this section leads to the largest amount of claims currently before employment judges.

Lateness

How to deal with? When is enough enough? Is give and take an effective policy even if you dont have flexible working. Law 4 Less can assist and advise and draft specifically for you.

Sickness

How to deal with? When is enough enough? Whether its long term or sporadic days its worth taking advice to see if there is anything you do about sickness absence.

Absenteeism

Unauthorised Absence, absence without leave, sickness, bereavement leave, maternity, parental, paternity, flexible working, public duties, medical appointments, illness of or time off for dependents.

Breach of Contract

Breach of written terms, implied terms or statutory terms such as contracted hours, implied confidentiality, or failure to follow the absence or lateness procedure.

Bullying

Specialist procedures required in order to deal with this serious problem effectively, professionally and legally.

Dismissal

There are only a handful of legal reasons for dismissing an employee. Make sure you know what they are and that your termination fits into one of these. If you are outside the legal guides your dismissal is automatically unfair.

Misconduct

Disciplinary proceedings are required for an act of misconduct within a company. Failure to aet quickly leads to acceptance of the act by an employer.

Gross Misconduct

Disciplinary proceedings and or suspension are required for acts of gross misconduct which may lead to termination. Failure to act quickly means cant necessary act.

Investigations

Full, proper, legal and procedural investigations are required before any action or sanction imposed or recommended.

Appeals

Employees have the legal right to be offered an appeal and to have their case reconsidered, objectively, properly and as drafted in accordance with the legislation.