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Disciplinary meetings

One of the things that many businesses struggle with is adhering to the administrative and legal requirements of the modern workplace. A business may have always carried out disciplinary processes in a certain way but changes to employment law means that it is vital for businesses to follow the correct procedures when dismissing an employee.

At Davenport Solicitors, we have considerable experience in advising businesses in relation to disciplinary matters and also about the importance of ensuring that everything is carried out in a proper manner.

Businesses can sometimes fail to conduct disciplinary proceedings properly, which could be costly and detrimental to your business. It may even be that you are unaware that you are not operating in a correct manner but ignorance of employment law is no defence for any wrongdoing. If you fail to adhere to the correct procedures with respect to disciplinary meetings, you may find yourself at risk of an employee claim at a later date.

Before instigating disciplinary proceedings, it is important to consider whether formal action is in fact required. Can the matter be resolved through informal discussions? If the informal discussion results in giving the employee a warning in writing which is retained on their personnel file, it could be viewed as a formal disciplinary warning and therefore it is vital to have followed a fair procedure.

We can help you by guiding you on a step to step basis as to what procedure you need to follow, thereby minimising the risk of an Employment Tribunal claim.

For more information on how to discipline an employee call, our employment law experts on +44 (0)20 7868 2868 now.

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