An employment tribunal has concluded that a bus driver was unfairly dismissed because of procedural error on the part of the employer, in spite of the judge's conclusion that, had correct procedure been followed, there was a 90% chance that the dismissal would have been fair.
Alan Lewis comments on the case in People Management and stresses the importance of ensuring a paper trail which includes sending the claimant "copies of all documents that have resulted from the investigation so far when inviting an employee to a disciplinary hearing". Failure to do so can, as in this case, result in lengthy and costly legal proceedings.
Read the full article and Alan's further comments here.
