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Disciplinaries

 

If you need support and advice because you are being disciplined or you need to raise a grievance, give us a call. We can provide you with sound and practical advice on the merits of a grievance and how best to present your case, or in the case of disciplinary action being taken against you, help you understand the case against you, the implications and how best to present your side of the story.  

We can help you draft letters, prepare statements and respond to questions from your employer.

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Our comprehensive expertise includes:

Contract and Pay

Discrimination & harassment

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Restricted covenants

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Monica Atwal

MANAGING PARTNER

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+44 118 960 4605
Helen Beech

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+44 118 960 4639

Read, listen and watch our latest insights

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  • 17 June 2016
  • Employment

Religiously motivated attacks on apprentice dismissed as ‘workplace pranks’ by perpetrators

Attacks made on a young Christian apprentice were dismissed by the perpetrators as “workplace pranks”. A clear anti-bullying policy must be enforced to keep criminal acts to a minimum.

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  • 24 May 2016
  • Employment

HR = Human Relationships

Focus in many successful companies is concentration on winning business, operational excellence and adding profit. All good, but do human relationships usually get sidelined?
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  • 19 May 2016
  • Employment

Employers could be vicariously liable for privacy breaches

The recent High Court decision of Axon v Ministry of Defence and News Group Newspapers Ltd suggests that employers can be held vicariously liable for their employees’ breaches of confidence and privacy.
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  • 19 May 2016
  • Employment

Teacher’s dismissal following husband’s criminal conviction held to be indirect religious discrimination

In the case of Pendleton v Derbyshire v County Council, a teacher who was dismissed for remaining with her husband following his conviction of voyeurism and making of indecent images of children successfully appealed a tribunal’s decision to reject her claim for indirect religious discrimination.

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  • 13 May 2016
  • Employment

Heels and Dress Codes: temp worker seeks to stamp down on sex discrimination

This week has seen the widely reported story of Nicola Thorp, a temporary receptionist, who was sent home without pay for refusing to wear heels at work. Ms Thorp started an e-petition seeking to give women the choice whether to wear flats or heels at work and, to date, has in excess of 100,000 signatories, triggering the possibility of a Parliamentary debate on the issue. The company concerned has now amended its policy to allow female workers to wear flats. So, in light of this, what is the law regarding high heels at work?
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  • 12 May 2016
  • Employment

EAT further loosens causal test for discrimination arising from disability claims

The recent case of Risby v London Borough of Waltham Forest has arguably further extended the scope of discrimination arising from disability claims by loosening the causal link required between the employee’s disability and the employer’s treatment complained of.
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“I would like to commend the team at Clarkslegal for their support given to me at my recent employment tribunal. Their attention to detail, foresight in their approach and ability to keep me focused were truly exceptional.”

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+44 118 958 5321