Performance, Absence & Misconduct Management

HR are sometimes the last to know when there is a problem with the misconduct, poor performance and/or ill health of an employee – not least because many organisations have adopted a model in which the management of day to day HR issues is delegated to operational managers who might not appreciate the depths into which they are wading.

These issues rarely rectify themselves and the frequently leave your business operating inefficiently. They can also leave the business dangerously exposed to legal action or to people leaving; both have significant cost implications. Litigation is always expensive whatever the outcome and replacing employees has hidden costs both through recruiting fees and also the time spent training a newly recruited employee.

Although there is anecdotal evidence that single issue claims are making a comeback in the search for cost effective remedies it’s still the case that most employees will try to build a case around discrimination or whistleblowing notwithstanding the complexity of the associated legal issues. The reason of course is the prospect of unlimited compensation and, in the case of whistleblowing, interim relief.  We have decades of experience in managing these issues. We will start by having a rigorous and critical look at the case with you to identify strengths and weaknesses with a view to providing practical and strategic advice on ways to achieve your objective  You will not be on your own.

Why not let us draft your disciplinary policy to give you the best possible start if these issues arise? We both know that if you start down the right road it’s much easier to stay on the straight and narrow but if you set off on the wrong foot it’s usually very difficult to recover. With that in mind, why not let us bring our experience to bear by training your managers in how to spot these issues then deal with them effectively?

A good set of policies and procedures is the foundation of a solid HR practice within the organisation. They help everyone understand what is required, the way the company operates and it’s approach to a range of practical day to day issues. In doing so, they remove or reduce uncertainty which can cause tension and disputes between employees and the business.

Whether the Company has a suite of policies or simply requires the basics, we recommend that all companies hold certain basic policies on matters such as how they discipline staff, how they deal with grievances etc.

We can review your existing policies as a reasonable cost or we can produce new policies to help you business run more smoothly. If you would like to have a quick chat with us about your needs, please call one of the team.

 

Meet the team

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Partners

Kathryn Casey-Evans
Partner
Employment
Southampton
023 8082 0468
07881 343956
Employment
Simon Rhodes
Senior Partner & Head of Employment
Employment
Southampton
023 8082 0547
07884 184 613
Employment

Solicitors

James Humphery
Senior Solicitor
Employment
Salisbury
01722 426915
Employment

Legal Assistants

Phoebe Geal
Legal Assistant
Employment
Southampton
023 8082 0504
Employment

Legal Secretaries

Lin Revell
Legal Secretary
Employment
Salisbury
01722 426997
Employment

It is a firm you can trust in terms of both their advice and value for money. Simon Rhodes instils confidence and trust and is praised for being very commercial in his approach.

Concise and risk-focused

Describes James Humphery as “her right arm”

HR Director of Global Marketing Company re: James Humphery

Very many thanks for your guidance and advice on this matter. It is much appreciated and has made a potentially inflammatory situation very calm and smooth.

HR Director of National Research Business re: Kathryn Casey-Evans

Your tenacity in tracking me down and pragmatism, in addition to consistently sound advice, were greatly appreciated

Junior HR Director at Global Brand Company re: James Humphery