The main considerations for an employer under Duty of Care are: * Defining jobs and duties clearly * Ensuring a safe working environment and undertaking risk assessments * Ensuring staff do not work excessive hours and also providing areas for rest and …show more content…
Hold the meeting to discuss the allegations and determine whether any action is needed to be taken 3. Allow the employee to appeal against any disciplinary sanction
In addition to the process the employers should ensure the following: * Issues are dealt with promptly by both parties * Both parties should act consistently * Investigation should be carried out to establish the facts * Employees must be informed of the issue and given an opportunity to put forward their case * To allow employees to be accompanied for any formal hearing * To allow employees the right to appeal
The right to be accompanied by a fellow employee or Trade Union representative only applies as part of the dismissal process or disciplinary procedures which may result in: a formal warning being issued, suspension without pay or demotion or dismissal, the confirmation of a warning or other disciplinary action eg appeal hearing. The right does not extend to informal discussions or counselling or meetings which may lead to disciplinary action.
In the case of the employee suspected of attending work under the influence of illegal drugs the following steps need to be taken: * Consider why the allegation has been made – Performance? Conduct? Accident at …show more content…
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