Author: Dennis Chapman
Published: January 11, 2010
Reading time: 1 minute
This article is 12 years old.
Read our disclaimer keyboard_arrow_down
This website content is intended as a general guide to law as it applies to the motor trade. Lawgistics has taken every effort to ensure that the contents are as accurate and up to date as at the date of first publication.
The laws and opinions expressed within this website may be varied as the law develops. As such we cannot accept liability for or the consequence of, any change of law, or official guidelines since publication or any misuse of the information provided.
The opinions in this website are based upon the experience of the authors and it must be recognised that only the courts and recognised tribunals can interpret the law with authority.
Examples given within the website are based on the experience of the authors and centre upon issues that commonly give rise to disputes. Each situation in practice will be different and may comprise several points commented upon.
If you have any doubt about the correct legal position you should seek further legal advice from Lawgistics or a suitably qualified solicitor. We cannot accept liability for your failure to take professional advice where it should reasonably be sought by a prudent person.
All characters are fictitious and should not be taken as referring to any person living or dead.
Use of this website shall be considered acceptance of the terms of the disclaimer presented above.
On hearing problems from clients it is quite obvious that workplace disputes become very personal and heated and the employer loses sight of treating the problem objectively.
Additionally several small issues build up into something much larger. Employees who have regular ‘sickies’, are sloppy about timekeeping and ‘demand’ instead of request holidays seem to be top of the list in getting employers to see ‘red’.
Remember the saying ‘a stitch in time saves nine?’
If an employee begins to fall out of line don’t wait for the 4th/5th/6th time. Start a disciplinary process early and nip it in the bud.
Remember disciplinary processes are designed to highlight the problem to the employee and hopefully lead to improvement. Yes, this may not happen but if you use the disciplinary process early then you get to a point of being able to dismiss ‘a bad apple’ before you go ‘bananas’.