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Q: One of my employees has taken on a more senior role recently. Various allegations have been raised relating to dishonesty and neglect of duty. There are allegations stating that a manual pool test was not done at all breaching the Health and Safety Act and showing a wilful neglect of his duty. I am not considering suspension at the moment, but I did have a quick meeting with him this morning giving him a letter outlining the allegations and a copy of the disciplinary procedures. What other routes should I take?
A: You must investigate these allegations further to see whether they prove correct. You can then move forward from there on what disciplinary action would be appropriate. There is no necessary cause to have a witness present for the informal meeting unless internal policies say different. Suspension is something which you may wish to consider after your informal hearing.
I have drafted a letter to my employee requiring them to attend a disciplinary hearing. He is a field engineer and was found driving a company vehicle under the influence of alcohol. The employee has put another solution forward to get another employee to drive them around instead as subject to agreement with the company. I would like to restrict my employee’s use of the vehicle for business use. I have checked with my car insurers and they say they have no problems with this. The guidelines are that there is a nominated driver only to drive and a strict record of mileage is kept. Does this sound okay?
read moreOne of my employees is going to court as there is strong evidence that she has been stealing from the company. Am I allowed to tell the other employees about the situation?
read moreAn employee of mine has been constantly disrespectful to me. Am I allowed to dismiss him on these grounds?
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