Gross Misconduct and Dismissal a difficult area of Employment Law

If you've seen someone at work, are invited without warning to "leave immediately" or "clean up your desktop, then they may well have been fired unfairly or was found guilty of gross misconduct. This is very serious; this is a situation in which the action of an employee is deemed to express their position in society is simply untenable. This can range from discrimination behavior to violence and drunkenness of the flights, but the result is always the same: the contractual relationship between the employee and the employer is terminated and the employee leaves without notice or compensation in lieu of notice.

The employer must always be presented as the contract is classified as a grave offense, as it makes it easier to identify unwanted behaviors later on down the line. Although it is quite common sense, such activities are regarded as gross misconduct; the employer shall continue to be careful. If they leave serious breach of the employee, and then taken to the Employment Tribunal, they must demonstrate that the decision was just and reasonable, and other "reasonable" employer would have made the same choice.

Contrary to many beliefs, immediate dismissal for gross misconduct does not really mean immediate dismissal. It is assumed as illegal termination of an employee without investigation and disciplinary hearing by allowing the employee to express their views and have them registered. If, after taking into account the circumstances and decide to continue the termination of the employee gives the employee the opportunity to appeal, they can sue youin civil courts or the Court. To complicate matters more, if the employer gives the employee notice of termination or pay, they are seen as weakened their case.

The area of gross negligence is a difficult area of employment law, because the term itself and the procedure is open to several interpretations. In the absence of absolute definition of what Racism at works, what constitutes gross misconduct will always be opportunities for employers to get it wrong.