16 February 2012 #Employment
According to a survey completed by computer security firm Falcongaze, the top 5 reasons for the dismissal of office workers in 2011 were:
It is interesting to note that all of the above are conduct offences. Conduct is a potentially fair reason for dismissal, but to avoid falling foul of the law employers should ensure that a fair and reasonable process is followed. This will usually involve: thoroughly investigating the alleged misconduct; holding a meeting with the employee to allow them to put their version of events forward; considering whether to impose a disciplinary sanction and if so the severity of the same; holding a disciplinary meeting (allowing the employee to be accompanied if they wish); notifying the employee of the outcome; informing the employee of their right to appeal; holding an appeal meeting if an appeal is made; and notifying the employee of the appeal decision in writing.
Buddy has extensive guidance on how to handle disciplinary situations in the discipline and grievance section of the site.