Employer not obliged to halt disciplinary process while grievance heard
The Claimant was a bus driver in London and her employer received complaints about her driving. After reviewing CCTV footage of the journey in question, her employer required her to undertake further driving instruction. She refused and during the course of subsequent disciplinary proceedings, she made certain allegations against the managers involved by way of a grievance. However, the disciplinary process continued and she was ultimately dismissed.
The EAT agreed with the decision of an Employment Tribunal that there was no requirement for her employer to put the disciplinary process on hold while her grievance was heard. From the case report it is clear that this case turns on its own set of facts. In many cases it may be appropriate to halt disciplinary proceedings while an employee’s grievance is considered.
Jinadu v Docklands Buses [2015] UKEAT 0434/14
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