Refusing to postpone a hearing to allow an employee to be accompanied can have dire consequences for employers, as Rachel Ashwood and Tori Cure explain
Handling disciplinary procedures is a common occurrence in today’s workplace, yet understanding how to conduct such procedures fairly is crucial.
Imagine the situation – you’ve organised a disciplinary hearing and it’s already been postponed once at the employee’s request. You suggest a new time, but the employee now requests a second postponement to enable their union representative to attend. You want to deal with the situation as quickly and fairly as possible. What are your options? The recent case of Talon Engineering Ltd v Smith provides some answers.