What do we do if an employee continually finds excuses to avoid disciplinary hearings?
Be reasonable. If the excuses are genuine — for example, certified sickness — be patient. If there is no good excuse, consider holding the disciplinary hearing in the employee’s absence — but warn him (or her) that you are going to do so in advance. Employees who take matters to an Employment Tribunal following disciplinary action risk finding their awards (if any) substantially reduced (by between 10 and 50 %), if they have not followed through on the full appeals procedure beforehand.
Related Questions
- If TYC can assign disciplinary lengths of stay increases through Level 2 hearings any more, what will be done to hold youth accountable for misconduct?
- What do we do if an employee continually finds excuses to avoid disciplinary hearings?
- When might an employees pay be reduced for disciplinary reasons?
