HR help!!

[time222222]

Hi all ,
Basically trying to discipline a guy re under performance and not adhering to company policy , hes now jumped on the sick and raised a grievance against me.
Can I still proceed with a disciplinary hearing ?
He has also requested copy of the documents I wish to review with him at the meeting , ( in order that he can prepare ! Our HR guy is a little washy so I was looking for some solid advise
Thanks

[edc]

time222222 said:

Hi all ,
Basically trying to discipline a guy re under performance and not adhering to company policy , hes now jumped on the sick and raised a grievance against me.
Can I still proceed with a disciplinary hearing ?
He has also requested copy of the documents I wish to review with him at the meeting , ( in order that he can prepare ! Our HR guy is a little washy so I was looking for some solid advise
Thanks

Best practise would say park the disciplinary and deal with the grievance. You should make the individual aware that you will deal with things in that order.

If you are relying on specific data/information or documents then you should provide these to the individual prior to the disciplinary meeting. Obviously the letter must state all the basic stuff, right of accompaniment etc but will assume your HR guy knows this.

[time222222]

That's great thanks , however I am receiving pressure from above to dispense with this guys services , is it lawful to call this guy in for a disciplinary when of with a valid sick certificate and basically sack if found to be in breach or under gross misconduct?
I see the rules have changed re 24 hours notice for disciplinary action etc , but the ACAS sites not got a great deal of relevant information on it .

[Soovy]

Sounds to me like you should be sacking your HR bloke FFS!

[boomboompow]

Soovy said:

Sounds to me like you should be sacking your HR bloke FFS!

You'll find some good information on the ACAS website

[Custard Test]

time222222 said:

That's great thanks , however I am receiving pressure from above to dispense with this guys services , is it lawful to call this guy in for a disciplinary when of with a valid sick certificate and basically sack if found to be in breach or under gross misconduct?
I see the rules have changed re 24 hours notice for disciplinary action etc , but the ACAS sites not got a great deal of relevant information on it .

YHM btw.

[bonsai]

InB4Tribunal

[scirocco265]

What is he signed off with? If it's stress/depression, tread carefully as continuing with disciplinary proceedings could get ugly. However, I would advise for you to continue with the disciplinary, but you would have to make 'reasonable' adjustments for the employee.

[escargot]

Soovy said:

Sounds to me like you should be sacking your HR bloke FFS!

Definitely.