We are specialist employment solicitors here at Lincs Law Employment Solicitors. We therefore often advise clients facing disciplinary proceedings. If you are in this situation, try not to panic. We are here to help. Please read on to find out more.
Can I Be Disciplined For Giving My Colleague A Nickname?
The short answer is yes, you can.
Whilst you may have thought of the nickname or pet name as a light-hearted joke, this could result in you being disciplined at work. There are several ways your actions could be considered misconduct.
Firstly, your actions could be considered as an act of harassment. This is a contravention of the Equality Act 2010. To explain, harassment occurs where someone (Person A) engages in “unwanted conduct” related to a relevant protected characteristic (such as age, disability, gender reassignment, race, religion or belief, sex or sexual orientation) which has the purpose or effect of violating Person B’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for Person B.
Harassment focusses on conduct which has the purpose or effect of violating someone’s dignity or creating an intimidating, humiliating or offensive environment for them. As such, even if you did not intend to cause any offense or distress to your colleague, your actions may still constitute harassment and lead to disciplinary action if it had the above effect on your colleague.
Even if your comment(s) are not considered an act of harassment (as above), you could still face disciplinary action at work. By way of example:
- Even if the nickname does not relate to a protected characteristic, it could still be in contravention of your employer’s bullying or dignity at work policy.
- Alternatively, if you have said the nickname in front of other people such as clients or customers, this could be considered as having brought your employer into disrepute or damaged their reputation in some way.
Please note, the above is not an exhaustive list. From experience, the above are just some of the ways an employer may deem your actions to be misconduct.
Importantly, if you have been notified of disciplinary action being taken against you, your employer should inform you about the problem and tell you why your actions are being considered as potential misconduct (as below). If this is not explained, you should ask your employer for more information and clarification.
Whilst it may be reasonable to commence disciplinary proceedings against an employee who has given another colleague a nickname, this is not always the case. Here at Lincs Law Employment Solicitors, we often assist clients who are being unfairly disciplined at work. Why not contact Lincs Law Employment Solicitors for a free, no obligation telephone consultation? Simply use the contact form, engage in a web chat, email contactus@lincslaw.com or call us on 01522 440512 and we’ll be happy to help.
I Am Being Disciplined For Giving My Colleague a Nickname – What Should I Do?
If you have been alerted to possible disciplinary action commencing against you, try not to panic.
Firstly, your employer will need to decide whether this can be dealt with informally (i.e., an informal chat) or whether more formal action is necessary. At this stage, the severity of your alleged misconduct will likely be considered by your employer. For example, the nature of the nickname, the wider context and any impact on your colleague.
At this stage, you will therefore just need to await further communication from your employer.
The Investigation
If your employer decides they need to formally investigate your actions, they should follow their own disciplinary procedure (if they have one) and, in any event, follow the ACAS Code of Practice on Disciplinary and Grievance Procedures (“the ACAS Code”).
If you do not have a copy of your employer’s disciplinary procedure, ask for a copy! This will allow you to check your employer is following (and continues to follow) their own policy.
If your employer decides they need to start an investigation, they should appoint an Investigator. This person should not be otherwise involved in your case or related to the allegations in any way. If you do have any concerns about the impartiality of the investigator, you should raise your concerns with your employer (ideally in writing) promptly. You should explain why they are unsuitable and, if possible, suggest someone else who would be more suitable in the circumstances.
During the investigation process, your employer will need to carry out all necessary investigations. This may include talking to your colleague, obtaining witness evidence and holding an investigation meeting with you. For information about attending an investigation meeting, please see here – https://lincslaw.co.uk/blog/i-have-been-invited-to-a-disciplinary-investigation-meeting-what-should-i-say/
Importantly, the investigation process itself (including your investigation meeting) should not result in any disciplinary action.
Once the investigation process has been concluded, your employer will need to decide, based on the available evidence and your representations, whether there is a disciplinary case to answer. If there is not, no further action should be taken.
Disciplinary Hearing
If your employer considers there is a disciplinary case to answer, you should receive notification of a disciplinary hearing. You should also receive sufficient information about your alleged misconduct and copies of all relevant documentation (i.e., your employer’s investigation materials).
If you have not been provided with clear details about why your actions are being deemed as misconduct or some documentation is missing, ask your employer for it! It is so important you have copies of all available information and clarity about the allegations so you can defend yourself fully.
You should also be provided with information about your right to be accompanied. Please see here for more information about this – https://lincslaw.co.uk/blog/who-can-i-take-with-me-to-my-disciplinary-hearing/
Before any disciplinary hearing, you should take time to prepare as much as possible. Here at Lincs Law Employment Solicitors, we understand that attending a disciplinary hearing is, inevitably, very stressful and difficult. Therefore, we would always advise our clients to prepare a disciplinary statement in advance of their disciplinary hearing. This should clearly detail your response to the allegation(s) against you, provide any evidence to support your case and explain any other factors you would like the disciplinary manager to consider. For more information about this, please see here – https://lincslaw.co.uk/blog/employee-top-tips-for-a-disciplinary-hearing/
Your employer will then need to decide whether the allegation(s) against you are proven. If they are not, no further action should be taken. If the allegation(s) are proven, they will need to decide on an appropriate disciplinary sanction.
The outcome of your disciplinary hearing should be confirmed in writing, and you should be given the opportunity to appeal.
Here at Lincs Law Employment Solicitors, we always hope our blogs are informative and can assist you in relation to your employment matter. However, why not contact the office for a free, no obligation consultation with me or one of the other specialist employment solicitors? Simply use the contact form, engage in a web chat, email contactus@lincslaw.com or call us on 01522 440512 and we’ll be happy to help.
Lincs Law Employment Solicitors Can Help You
Here at Lincs Law Employment Solicitors, we understand that facing disciplinary action at work can be a very daunting and worrying time. If you are in this situation, we are specialist employment solicitors and here to help.
Please contact us via our contact form, engage in a web chat, email contactus@lincslaw.com or call us on 01522 440512 and we’ll be happy to help.
Kate Key
Specialist Employment Solicitor
Lincs Law Employment Solicitors
Tags: acas code on disciplinaries and grievances defending a disciplinary disciplinary Disciplinary Action disciplinary investigation employment solicitor fair disciplinary investigation Gross Misconduct Kate Key Lincs Law Employment Solcitors misconduct specialist employment solicitor