Having a crisis? Stay disciplined

In this article we look at the interaction between crisis management and an organisation’s disciplinary procedure. It is essential that employers have flexible and workable procedures in place which enable potential risks to be identified at an early stage and can effectively manage a crisis situation. Preparation for this is crucial. 

The importance of a disciplinary procedure

Even where evidence emerges which strongly suggests that an employee is guilty of gross misconduct, it remains important to follow a disciplinary process. Haringey Council dismissed Sharon Shoesmith, Director of Children’s Services following an enquiry into the death of Baby P. It faced public pressure to dismiss her and it did so without following a disciplinary process. A court found that to be unfair and it is reported that she was paid compensation of nearly £700,000.

Read the rest of this article on our dedicated website for HR professionals: »

This information is intended as a general discussion surrounding the topics covered and is for guidance purposes only. It does not constitute legal advice and should not be regarded as a substitute for taking legal advice. DWF is not responsible for any activity undertaken based on this information.

Judith Firth

Associate - PSL - client facing

I am an Associate and Professional Support Lawyer for the Employment team.