Work Issue

Discussion in 'General Chat' started by DrWise, Jan 6, 2012.

  1. DrWise

    DrWise
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    Okay suppose you have ongoing problems with managers, and have code of conduct meetings, is it okay for them to tell the staff 3-4 months later the decision or inviting them for another meeting?
     
  2. kav

    kav
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    More detail needed, not sure what you are asking. :)
     
  3. unique

    unique
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    Legally there are no statutory rules

    Morally and otherwise is a matter of opinion which would depend on circumstances in each specific case.
     
  4. Miss Chief

    Miss Chief
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    The company should have a set series of rules and procedures set down as a discplinary policy. Usually this would be something like an informal discussion, formal discussion or verbal warning, written warning, possibly a second written warning and then dismissal. Remember that some offences may be grounds for dismissal though.

    I also believe that if a previous warning is for something completely unrelated it cannot be 'stacked' with any previous warnings. Also warniings will normally only stay on record for a certain time. After this it should be removed from your record and cannot be used against you again, although each company usually has different procedures. Check your employee handbook or with your HR department.
     
  5. Steven

    Steven
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    If the OP is asking what I think he is asking (nothing like briefness almost saying nothing), then such conduct could be part of an overall picture, which may give rise to a legitimate internal or external complaint
     
  6. unique

    unique
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    sure, but my point was that there is no legal requirement to have to do so. thus if management choose to use the route they are doing, there's not much you can do to force them

    and whilst disciplinary wasn't mentioned, there isn't even a statutory requirement to have a disciplinary procedure either. of course if you don't have one you probably won't get on well if you are taken to a tribunal
     

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