Procedurall Hardy Case

After the meeting concludes and if the misconduct is confirmed, as an employer it is usual to give to the employee an oral warning and ask them to stop the misconduct. If it continues a formal written warning follows and then a final one. This way the warnings that are required to make perfectly clear the situation and the consequences will have been made. Together, a significant amount of time to improve will also be given. If however, misconduct continues the employer can proceed on dismissing that employee, who should be informed preferably before the dismissal, that the decision is based on these specific actions. The dismissal must be justified substantively and conducted in a manner of fair procedure in order to be considered lawful except from fair. As T. Amos el at state (2009) Fairness is critical to managing labor relations successfully but it should be remembered that, in addition to fairness a decision to dismiss an employee must also be lawful. The dismissal of an employee must be both …show more content…
S. Hardy et al (2016) state the incapability of an employee to do a job, for whatever reason, constitutes a valid reason to be dismissed. The fact that she falls short of the required standards that were expected of her, must be clearly explained to her. Evidence of supporting the contention that the performance is poor should be gathered. As B. Cushway (2016) mentioned to consider the dismissal of an employee the employer is required to satisfy themselves that the first can’t perform to the required standard. As an employer an informal discussion with the employee to explain the necessity of change along with the possible consequences will help with the explanation. A note may also be acceptable in situations that concern job performances as the disciplinary actions the employer takes, don’t have to be a written warning note but an improvement