If you have problems with an employee, and you want to dismiss them, you must follow the correct process for dealing with the issue.  Failure to do so could result in a claim being made against you, to an Employment Tribunal.  And if you have not followed the correct grievance procedure, this could end up being a costly experience. 

Disciplinary Meetings

The main reasons for dismissal, at a disciplinary hearing are conduct and capability. 

Some of the things your employee may do that would be subject to a disciplinary hearing for poor conduct include being under the influence of drugs, or alcohol at work, ignoring health and safety issues, or refusing to carry out work as requested. 

If your employee performs poorly at work on one or more occasions, is unable to carry out duties due to ill health, you could dismiss them on grounds of capability.  Another reason for a capability dismissal is if they are not competent to carry out tasks which are part of their job. 

Your own employee hand-book or contract of employment should state your own guidelines on acceptable behaviour at work.  It should also state what behaviour could be subject to disciplinary action.

You must inform your employee in writing, if you require them to attend a disciplinary meeting.  The letter should give details of what the meeting is about, including the reasons why the meeting is being held.