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£1,500 part two

Written by Carolyne Wahlen

Well it’s fair to say I got some interesting responses from Friday’s email.

To jog your memory, I told the story of a club who had £1,500 go missing from the safe, with the last person to see it an employee who was cashing up.

And the question was: what’s the right course of action?

Disciplinary?  No disciplinary?  Get the police involved?  Talk to their relatives?

Well, first things’ first, the golf club kind of tried to do ALL these things, leading to a very chaotic situation.

Right off the bat, they asked the employee to come in for a meeting to discuss it.

They ignored the request, so they left it.

Then they spoke to his mother (who is also the bar manager).

She immediately went off sick with stress, and has subsequently resigned and started a tribunal claim for discrimination and constructive dismissal.

They haven’t proceeded with any disciplinary action because they’re under the impression that he’s “self-employed”, despite the fact that he works exclusively for them behind the bar, on the payroll.

Plus, they also think that an employee must “agree” to be disciplined – you don’t.

In the case of gross misconduct, where employees fear they can be instantly dismissed, it’s quite common for them to adopt the “La la la, I can’t hear you approach”, and they don’t turn up to any meeting.

Here’s how you get round this:

  1. Invite them by letter/email to the meeting.
  2. Give them 3 working days’ notice.
  3. Send it by all media (post and email) and make it recorded delivery, read receipt etc, so you can prove that you tried everything to get hold of them.
  4. If you hear nothing, go ahead with the meeting in their absence. And make a decision based on the information you have. If they don’t defend themselves, they will probably be dismissed. They do have the right of appeal.

But here’s the big takeaway: don’t ever delay the process because they aren’t talking to you.
This is a process, with timelines, which are considered fair and reasonable by ACAS.

If you follow the process, even if they don’t engage, you can still deal with them.

Oh, and in this case the £1,500 is still missing, presumed never to be found!

If you know of a business that could do with our help, please let us know – we always reward referrals with chocolate!

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About Carolyne

Carolyne has run a successful business since 2003, is a well-respected speaker, and author of all things HR. There are many, many business owners across the country who have had their very stressful employee issues magically disappear because they’ve teamed up with Carolyne and Gap HR.

Why Gap HR?

We exist to help you stay legal, compliant and profitable, without shelling out for an in-house HR manager. Over 180 clients benefit from the experience and expertise of the Gap HR team.

 

Call us on 01491 598 600

Email me on cw@gaphr.co.uk

 

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Ask a Question

  • If you are an employee and feel that you have been treated badly, then we strongly advise you to contact ACAS:

    Call the ACAS Helpline on 0300 123 1100 for free support and advice.

    Simply get in touch and they'll provide you with clear and confidential guidance about any kind of dispute or query that you have about relationship issues within the workplace.

    You may want to know about employment rights and rules, best practice or you may need advice about a dispute.

    Whatever it is, just give ACAS a call, their team are on hand to respond within the hours: Monday-Friday, 8am-8pm and Saturday, 9am-1pm.

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“Carolyne and team continue to provide great support to our business, with quick and accurate responses to help with our various HR needs.”

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