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Final decision in a disciplinary

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  • Final decision in a disciplinary

    Hi

    i had a investigation and then a disciplinary not too long ago. I asked my manager in the disciplinary who really has the final say if you get the sack or not.... He said the person conducting the disciplinary and the solicitors.

    Just wanted to know from you guys if this was true?

    regards
    Tags: None

  • #2
    Re: Final decision in a disciplinary

    Is this relating to your other threads?
    Any opinions I give are my own. Any advice I give is without liability. If you are unsure, please seek qualified legal advice.

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    • #3
      Re: Final decision in a disciplinary

      Originally posted by Tools View Post
      Is this relating to your other threads?

      Hi

      thanks for your replys.

      no this is not related to my other thread

      regards

      Comment


      • #4
        Re: Final decision in a disciplinary

        Depending on the position held by the person conducting the meeting (i.e HR, Manager etc) then yes they can make the decision, although most run it past HR first to make sure all procedures have been carried out correctly. If a the companies solicitor is present then I assume they should be well versed on employment law too , so they may be there in a compliance capacity too.
        Any opinions I give are my own. Any advice I give is without liability. If you are unsure, please seek qualified legal advice.

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        • #5
          Re: Final decision in a disciplinary

          I believe if the company have legal representation, then you are also allowed legal representation. So might be worth looking into this, depending on how serious the outcome could be.

          Comment


          • #6
            Re: Final decision in a disciplinary

            Originally posted by cupidstunt View Post
            I believe if the company have legal representation, then you are also allowed legal representation. So might be worth looking into this, depending on how serious the outcome could be.
            Thats only if the solicitor is playing an active role, and is present in meetings (disciplinary meeting). If the solicitor is only involved in an advisory role behind the scenes, then no. Though you may seek legal advise, your not permitted to have legal representation at meetings unless its a union rep or if the employer has their solicitor present.
            Please note that this advice is given informally, without liability and without prejudice. Always seek the advice of an insured qualified professional. All my legal and nonlegal knowledge comes from either here (LB),my own personal research and experience and/or as the result of necessity as an Employer and Businessman.

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            • #7
              Re: Final decision in a disciplinary

              Originally posted by teaboy2 View Post
              Thats only if the solicitor is playing an active role, and is present in meetings (disciplinary meeting). If the solicitor is only involved in an advisory role behind the scenes, then no. Though you may seek legal advise, your not permitted to have legal representation at meetings unless its a union rep or if the employer has their solicitor present.
              You are permitted to have a solicitor if they say you can, it's not a statutory right though

              I doubt many employers would allow a solicitor though.

              M1

              Comment


              • #8
                Re: Final decision in a disciplinary

                I think the company solicitors presence is to oversee the proceedings and make sure it complies with Employment Law
                Any opinions I give are my own. Any advice I give is without liability. If you are unsure, please seek qualified legal advice.

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                Comment


                • #9
                  Re: Final decision in a disciplinary

                  Check the company disciplinary procedures.
                  Each discipline is usually only handed out by a specific level of management.
                  For example, a company lower manager may only be able to issue a first written warning, but unable to issue anything more.
                  Depending on the seriousness of the case, a deputy head manager may issue a final written warning, but unable to issue a dismissal.
                  This is usually reserved for the head manager, or a director of the company.
                  Your disciplinary procedure should explain this.

                  You are allowed to have a fellow work colleague or Union rep in with you at any meeting.
                  You may have a legal representative in with you if company rules, or your contract of employment allows it.
                  There is no statutory right to have a legal representative accompany you to any meeting.
                  “The only man who sticks closer to you in adversity more than a friend, is a creditor.”

                  Comment

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