Bridge HR articles

An employer would hope no employee ever behaves in a way that requires them to be taken down the route of a disciplinary hearing.

But what if they do?

Does your business have an up-to-date and legally compliant disciplinary procedure in place?

Do you know how to correctly word letters when using the procedure? Such as: -

• Suspension letters;
• Invites to investigatory and/or disciplinary meetings?
• What about legally compliant warning letters you can rely upon?
  
  

what DO you think of the scenario below:

At the business’ Christmas party, an employee complains to the business owner that another employee is very drunk and made sexist comments to them.

The next day, that business owner texts the employee:

“I have heard you were very drunk and made sexist comments at the party last night. This is not acceptable. I need you to come to my office at 4 pm today. You can bring somebody with you”.

1. Do you think that the business owner’s text is fine?
2. Does it constitute a legally compliant letter under a disciplinary procedure?
3. If not, what issues or concerns should we have about it?

In February, we will provide our comments and guidance on what is wrong here and how it can be fixed.

Meantime, do give some thought to it and email your comments.

There will be a prize for the best comments!

Shaun Pinchbeck   shaun@bridgeehr.co.uk