DISCIPLINARY HEARINGS CONSULTANCY IN STOCKPORT, MANCHESTER & ACROSS THE NORTH WEST
Anyone who is unfairly dismissed or discriminated against at work is entitled to claim compensation.
We can guide or accompany you through any disciplinary process or carry this out on your behalf, ensuring the correct process is followed avoiding any potential claim as noted in the case study below. We can then present the findings and recommend the outcome for you to then make the final decision.
The Aim of Disciplinary Hearings
The aim of a disciplinary procedure is to achieve a fair, effective and consistent method of dealing with disciplinary and performance matters.
The main purpose of operating a disciplinary procedure is to encourage improvement in an employee whose conduct or performance is below acceptable standards.
Remembering that Employees;
• have the right to be accompanied at disciplinary meetings.
• have the right to appeal against the outcome of meetings.
• meetings should be held without unreasonable delay.
• issues should be dealt with fairly and consistently.
• have a right to any copies of notes that have been taken
Whilst any meeting should be held without unreasonable delay, we can guide you through the more complex cases as outlined in the case studies below.
Recent Case Studies Regarding the Handling of Disciplinary Processes.
1. Case Study – Disciplinary process mishandled for bipolar council worker
In Richman v Knowsley Metropolitan Borough Council, a disabled support worker with a bipolar disorder was awarded £101,183 for the way in which disciplinary allegations over an altercation with a member of the public were handled.
2. Case Study – Disciplinary procedure not adapted for NHS worker with learning difficulties
In Benedetto v Guys’ and St Thomas’ NHS Foundation Trust, the disciplinary process was not adapted for a kitchen assistant with a “very significant” learning disability who was accused of spitting in a colleague’s coffee. The kitchen assistant was awarded £121,863 for unfair dismissal and disability discrimination.
3. Case Study -Disciplining of RBS employee should have been delayed because of depression
In O’Doherty v Royal Bank of Scotland, an employment tribunal awarded a former Royal Bank of Scotland (RBS) employee with depression £126,348 over the bank’s handling of allegations that he inappropriately accessed a number of accounts.
How we can help.
As with, all our HR Services, we can take the worry away from you with our disciplinary hearings consultancy services. If you have any disciplinary hearings you wish to speak to us about, feel free to call us on 07553 362150 or email us and we will get back to you.
Why Choose Us
Peace of Mind
We can help with all aspects of Disciplinary Hearings to ensure proceedings are carried out correctly.
Out of Hours Support
We are on hand outside of regular 9-5 hours to offer support and advice when you need it.
Save Time, Reduce Costs
By working with us in relation to Disciplinary Hearings – we can save you time and money getting it right first time.
54 Ladybridge Road, Cheadle Hulme, Stockport. SK8 5NZ.