WorkLife: Discipline and performance management

Our thoughts on the world of employment law - and beyond.

Employees performing badly: our top ten tips for effective performance management

Employees performing badly: our top ten tips for effective performance management

I’m sure we all have sorry tales to tell about the difficulties (for all concerned) of managing poor performance.  Here’s one which the employment tribunal had to consider recently ( in the case of Mrs Williams V Meddygfa Rhydbach Surgery ):

Investigation overkill: can a disciplinary investigation dig too deep?

Investigation overkill: can a disciplinary investigation dig too deep?

Many readers will have been involved, at least to some extent, with disciplinary dismissals. It is a basic premise of a fair disciplinary dismissal that it must have been preceded by a reasonable investigation. But what exactly is a reasonable investigation? I’m afraid the typical lawyer answer is that it’s going to depend on the circumstances! However, in summary, an investigating officer will need to consider a broad range of issues including: 1) how many witnesses they need to speak to; 2)...

How to Weinstein-proof your workplace

How to Weinstein-proof your workplace

One of the worst things about the Weinstein scandal (now featuring both Harvey and his brother Bob ) is that when I first heard the story my reaction was more of the “of course” variety than the “no way!”. Not that I knew a whole lot about Mr Weinstein or his brother. But bad bosses who exploit their ‘fire-power’ to bully and harass with impunity aren’t just found in Hollywood.

Suspension: not such a neutral act?

Suspension: not such a neutral act?

The recent case of Agoreyo v London Borough of Lambeth highlights the need for employers to think carefully before suspending an employee who is the subject of disciplinary allegations, and not just do so automatically.  This is the case even where the allegations against the employee are extremely serious.

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