Employment Law – Disciplinary Procedure and Suspension

I found this article relating to Employment Law which I thought may be of interest. So here it is for you

Disciplinary procedures at work place are in place so that employers can inform their employees if their performance or conduct is not up to the standard that is expected of them and that they need to improve. In employment law, disciplinary procedures are a way to let employers know that there is something wrong in the way their employees are working or any kind of conduct issue that may occur. It is a way for employers to explain what improvements are needed and give the employee the opportunity to explain why their performance is not up to the appropriate standard expected. Disciplinary procedures can lead to disciplinary action, this can include dismissal in some serious cases.

The employer may want to discuss the issue with the employee informally before they take any formal disciplinary action against an employee or dismiss the them. This is a great way of attempting to resolve the issue quickly and efficiently. The matter in hand, may be as a result of some form of misunderstanding which an informal meeting could then give the employee the opportunity to give evidence to put right the problem. An employer then has the opportunity to go straight to a formal disciplinary or dismissal procedure.

An employee could be suspended from work for a period of time as a disciplinary punishment. An employer is even entitled to suspend an employee who is either pregnant, has recently given birth or is breastfeeding in certain circumstances. For example, health and safety issues may arise or the employee is meant to work night shifts. The employer can only suspend an employee but cannot dismiss them as this would be in connection to her pregnancy and would therefore automatically be classified as unfair which could amount to a serious lawsuit against the employer.

Before the employer can suspend an employee in any circumstances, they must consider alternative work for the employee. If the employer does not suggest or offer appropriate alternative work, when it is available to the employee, the employee can then take a case to complain to an Employment Tribunal, which needs to be made within 3 months of the suspension of the employee. The employee must also be receiving full pay during the suspension, with any perks or benefits that the job would bring. However, the employee will not be entitled to full pay during their suspension if they unreasonably refuse the alternative work offer from their employer.

I am a legal writer covering advice on topics of law including disciplinary proceedures and suspension, for further text and similar works visit employment law or contact a solicitor today. For more legal advice and information, and for free legal resources I suggest you visit lawontheweb.co.uk.
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