WorkNest webinar – Disciplinaries & Investigations: when is action warranted?

What sort of issues warrant disciplinary action?

WorkNest’s legal experts will be explaining when disciplinary action is appropriate – and when it might not be – in their latest live webinar on 08 February at 2:00 pm.

Is the disciplinary process solely for managing misconduct, or can it also be used to address concerns relating to underperformance and attendance?

WorkNest’s research suggests that:

• 22% of employers revert to disciplinary action as a result of poor conduct.
• 31% of employers revert to disciplinary action as a result of poor performance.
• 35% of employers revert to disciplinary actions as a result of absenteeism.

But what should they really be doing from an employment law perspective?

WorkNest’s legal experts will be explaining when disciplinary action is appropriate – and when it might not be – in their latest live webinar ‘Disciplinaries & Investigations: when is action warranted?‘ on 08 February at 2:00 pm.

What’s on the agenda?

During this free 60-minute webinar, Employment Law Adviser Pete Sewell and Trainee Solicitor Kirstie Smith will delve deeper into the disciplinary and investigations process and answer common questions, including:

• What warrants disciplinary action: What sorts of issues should be dealt with via the disciplinary process – poor performance, poor conduct, poor attendance, or all of the above?
• Overcoming procedural delays: How can employers speed up the process and conduct more efficient investigations to prevent unnecessary drain on internal resources?
• Handling health-related absences: What should you do when individuals facing disciplinary action take sick leave due to stress and mental health concerns, possibly as a delay tactic?
• Collecting evidence for a robust case: An employee with issues should be the last person to know about any process being underway but this can be tricky whilst gathering all the facts.
• Navigating the process: What are the key steps of a fair and compliant disciplinary process, and what potential pitfalls should employers be alert to along the way?
• Dispelling common misconceptions: From getting your allegations right to what actually constitutes gross misconduct, unfair dismissal and why you can’t just dismiss right away.

Have a question? 

Submit it in advance via the registration form for our hosts to answer live during the session.