The worker in this case received a final warning for removing pastries intended for a Board meeting and distributing these to members of staff. She had allegedly used foul language whilst doing this and received a final written warning after a complaint from a member of management. She had only received 24 hours’ notice to attend the disciplinary meeting.Â
The Labour Court concluded the procedures followed by the employer in this case were fundamentally flawed to such a degree that no finding of misconduct warranting the imposition of a disciplinary sanction could be sustained. In these circumstances the Court recommended that the warning imposed on the Claimant be expunged.
Continue reading
We help hundreds of people like you understand how the latest changes in employment law impact your business.
Please log in to view the full article.
What you'll get:
- Help understand the ramifications of each important case from NI, GB and Europe
- Ensure your organisation's policies and procedures are fully compliant with NI law
- 24/7 access to all the content in the Legal Island Vault for research case law and HR issues
- Receive free preliminary advice on workplace issues from the employment team
Already a subscriber? Log in now or start a free trial