The director of a Civil Engineering company required guidance on how to handle persistent difficulties with a family member who was also an employee. It had been observed that the employee concerned had been offensive to a security guard on company property and also to visitors on numerous occasions.
The director’s starting point was that he would deal with the concerned employee directly in his own manner, even if that resulted in costing his business money and the person left.
In this case the director was advised by Employment Practice and Law consultants not to involve himself in the process at all, but to allow his senior manager to deal with the employee’s case through the correct disciplinary process.
By following the advised disciplinary procedures the employee was invited to attend a disciplinary meeting with the senior manager. The employee then chose to resign, rather than face a warning or any disciplinary or grievance proceedings. The client was happy with this outcome as it resolved an issue which had been continuing for some time quickly and easily with no personal involvement.
If you would like advice or representation from Employment Practice and Law simply use our Contact Form or call us on 05601155920.