Disciplinary Action In Wakefield

Disciplinary Action – ML Solicitors Claims Advice; Do you have any questions regarding the procedures involved in beginning disciplinary action against one of your employees; and are you based in Wakefield?

Then now is the time to get in touch with the highly skilled and dedicated experts at Michael Lewin Solicitors who will be happy to news their extensive knowledge of employment law and legislation to advise you on how to proceed with your concerns.

There are a number of different reasons that you may feel that one of your employees requires disciplinary action be made against them. These issues can include but are not limited to:

? Economic all technical or organisational reasons ? if your business has a reshuffle relocates or downsizes then it may be possible to provide your staff with a redundancy package
? Statutory restriction ? if an employee has broken the law in anyway and employing them would lead you to do the same
? Persistent illness ? if an employee is repeatedly off sick in such a way that they are unable to fulfil their working responsibilities
? Employee conduct ? if an employee is continually acting in a way that is not in line with your working requirements for them
? Underperformance of employees ? if an employee is not performing as well as they should be
? gross misconduct ? if an employee has been abusing drugs or alcohol displaying threatening or violent behaviour towards their colleagues or if they have been found stealing

How do I know if disciplinary action is the correct action to take against one of my employees at my business in Wakefield?

If you are not sure about how to proceed it is important to you to get in touch with the experts at Michael Lewin Solicitors as soon as possible to ensure that you are taking the correct steps when taking disciplinary action against an employee. It is much easier to resolve an issue with a member of staff if you have not already begun disciplinary action against them so speak to the experts at Michael Lewin Solicitors today.

The Personnel Today website publisher article on 17 November 2011 which provided a summary of this decision is a code of practice on disciplinary and grievance procedures and included examples of common pitfalls. The article stated that not warning employees of the consequences of disciplinary action not providing related evidence as to why an employee has been disciplined; not allowing your employee to be accompanied at a disciplinary hearing of failing to keep a clear record of the whole of the disciplinary process may result in an unfair disciplinary action case being brought against you at an employment tribunal.

So if you would like to discuss the details of how to take disciplinary action against a member of staff in the hopes of gaining a better in the then contact the experts at Michael Lewin Solicitors today on 0113 200 9720and receive the expert advice that you require whether your business is based in Wakefieldor further afield.


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