- Introduction
- 1. Procedures
- 2. Reasons
- 3. Fair
- 4. Warning
- 5. Meeting
- 6. Contract
- 7. Dismissals
- 8. Absenteeism
- 9. Abandonement
- 10. Criminal
- 11. Instant
- 12. Suspending
- 13. Trial Period
- 14. Fixed Term
- 15. Constructive
- 16. Illness / Injury
- 17. Incompatibility
- 18. Redundancy
- 19. Resignation
- 20. Disciplinary
- 21. Conflicts
- 22. Principles
- Summary
Summary
The following list is by no means exhaustive but contains some of the most common everyday errors employer’s make and have to face the consequences.
- Employer’s tend to allow emotions dictate their actions rather than addressing the issues.
- There is a tendency to allow events to build up rather than dealing with them as they occur. They let employee’s 'get away' with minor infringements….then 'blow up'.
- They dismiss without giving warnings.
- They dismiss without giving the employee the opportunity to give their side.
- Warning letters are frequently not adequate.
- Employer’s fail to record the events.
- Employer’s fail to record the sequence of events.
- Some feel that if they bring pressure to bear on an employee the employee will go away.
- They dismiss without giving a notice period.
- They dismiss without referring to the employment contract.
- Employers make positions redundant rather than dismiss for the real reason.
- They employ other staff to fill a position they have made redundant.
- Employers often confuse a 'good reason' for dismissal with the following correct procedures.
In other words, an employee can do something serious which justifies dismissal (say theft) but if the correct procedures are not followed by the employer, the whole dismissal will be found to be unjustified.
