Case Study | Disciplinary and grievance

The HR director of a national employer instructed us to assist her with a grievance complaint made by an employee against a colleague, arising from a work-related social event. 
The allegations were serious enough to warrant dismissal if upheld.  A disciplinary investigation was started.

We advised on the terms of the accused employee's suspension and how to conduct a combined grievance and disciplinary investigation. We recommend that a grievance meeting should be held first, so that a decision about the grievance could be reached before proceeding with the disciplinary process. 

Our advice facilitated a successful return to work of the alleged perpetrator and avoided the threatened resignation (and no doubt the constructive unfair dismissal claim) that would have followed. 

Note: All case studies are based on cases we have recently handled, but you will not be surprised to know that we have changed all names and some other key details to ensure client confidentiality is preserved.