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Q: One of my employees is currently off sick. He has been off sick for over a month. He returned to work for one day, then was off sick again. My employee is well known to have alcohol problems and has been off sick in the past. What action shall I take?
A: You must write a letter to your employee instructing him to justify his absence without leave. You must write a letter stating that he has not complied with the correct absence reporting procedure and he is currently committing unauthorised absence which might instigate a disciplinary procedure against him as his actions could potentially be seen as gross misconduct.
I held an informal hearing with my employee, who is a head chef, to hear about the complaints he has been receiving. He is fully qualified and trained but lately he just doesn’t seem to care about his work and his attitude is very negative. I have not been happy with his performances lately as one particular complaint involved me having to compensate 30 out of 40 people in one party, a potential wedding dinner and a full party of 15 people. He also almost served aubergines to a guest who had been noted as having a severe allergy and only the intervention of another employee prevented this. His actions have cost the company approximately £10,000. The complaints are basic matters and are more related to his conduct than performance. What should I do?
read moreI am looking for advice on an employee’s poor performance. The employee is a nurse, and they have been involved in drug errors. The role outlines that they should pick up on errors and show leadership, which they are not doing at all. I am looking to take disciplinary action. Could you advise me on the process?
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