Managerial Law

Managerial Law The Howard Shuttering Contractors case throws considerable light on the importance which the tribunals attach to warnings before dismissing an employee. In this case the tribunal took great pains to interpret the intention of the parties to the different site agreements, and it came to the conclusion that the agreed procedure was not followed. One other matter, which must be particularly noted by employers, is that where a final warning is required, this final warning must be a warning, and not the actual dismissal. So that where, for example, three warnings are to be given, the third must be a warning. It is after the employee has misconducted himself thereafter that the employer may dismiss. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Managerial Law Emerald Publishing

Managerial Law

Managerial Law, Volume 19 (1): 237 – Jan 1, 1976

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Publisher
Emerald Publishing
Copyright
Copyright © Emerald Group Publishing Limited
ISSN
0309-0558
DOI
10.1108/eb022384
Publisher site
See Article on Publisher Site

Abstract

The Howard Shuttering Contractors case throws considerable light on the importance which the tribunals attach to warnings before dismissing an employee. In this case the tribunal took great pains to interpret the intention of the parties to the different site agreements, and it came to the conclusion that the agreed procedure was not followed. One other matter, which must be particularly noted by employers, is that where a final warning is required, this final warning must be a warning, and not the actual dismissal. So that where, for example, three warnings are to be given, the third must be a warning. It is after the employee has misconducted himself thereafter that the employer may dismiss.

Journal

Managerial LawEmerald Publishing

Published: Jan 1, 1976

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