Recordkeeping (confidentiality and data protection) -
Records of disciplinary meetings should be kept, as the evidence could be relied upon by a tribunal in determining whether or not a dismissal was unfair.
Witnesses (ethical and moral issues) -
Trust and reliability of staff to do the right thing, in terms of reporting detrimental employees etc, is important.
The roles of HR & line managers -
HR can be present in an active role, either as the party responsible for leading the investigation, or the party taking the disciplinary action.
Appeals -
Failure to offer the right of appeal may result in a tribunal finding a dismissal to be automatically unfair.
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