If you are facing a disciplinary procedure at work, you should generally be entitled to see the evidence against you. In this blog I set out the typical steps in a disciplinary procedure including the relevance of evidence.
Being told that you are being placed on a Capability Procedure or Performance Improvement Plan (PIP) can be unsettling. Many employees immediately fear that dismissal is inevitable or that the decision has already been made. In reality, that is not always the case.
What can you do and how should you respond?
It is important for all Claimants to have a realistic understanding of the value of their Employment Tribunal claim and how the Employment Tribunal will assess their potential compensation.
This blog considers the specific claim of Unfair Dismissal and how compensation is calculated by the Employment Tribunal.
Unfair Dismissal is widely known and understood – it arises when an employer terminates an employee’s employment and the employer is unable to establish that they had a fair reason and/or followed a fair procedure. But what does it mean when circumstances arise where an employee feels they have no other option but to resign – could it be a successful Constructive Unfair Dismissal claim?
If you are facing disciplinary action, your employer may be able to take into account any previous acts of misconduct, including where the earlier misconduct has not given rise to disciplinary proceedings.
Here at Lincs Law Employment Solicitors, we often receive calls from concerned employees facing disciplinary action. They have often never had an issue or been subjected to disciplinary proceedings at work before. Understandably, they are concerned about the process and their minds will jump straight to worst-case scenario (dismissal). If you are in this situation, try not to panic. As specialist employment solicitors, we are here to help.
We are specialist employment solicitors here at Lincs Law Employment Solicitors. We therefore often advise clients facing disciplinary proceedings. This can include facing allegations following social events such as their work Christmas party. If you are in this situation, try not to panic. We are here to help. Please read on to find out more.
Here at Lincs Law Employment Solicitors, we 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.
I recently assisted a client recover a significant improvement to the terms of settlement offered by their employer. Read on for more information…