Post Disciplinary Meeting, An Employee Came Back with Significant Changes to the Minutes: How Do I Handle it?

Posted in : How Do I Handle It ROI on 16 April 2024
Mark McElwaine
Issues covered: Meeting Minutes, Policies and Procedures

After holding a disciplinary meeting, the minutes were sent to the employee. The employee came back with significant changes to the minutes, with which we do not agree. How do we handle this?

We regularly receive queries around meeting minutes and the legal obligations of the employer to accept changes to minutes proposed by the employee. 

The starting point for a query like this is always the policy document (or the contract of employment) under which the process has been commenced. Here, the query relates to a disciplinary process and so it is likely that the employer is operating pursuant to their internal disciplinary procedure. That will be the starting point here – what does the

Already a subscriber?

Click here to login and access the full article.

Don't miss out, register today!

Are you fully aware of the benefits of Legal-Island's Irish Employment Law Hub? We help thousands of people like you understand how the latest changes in Irish employment law impact your business through a mix of case law analysis and in-depth articles. All delivered right to your inbox.

We help you to understand the ramifications of each important case from Ireland and Europe.

We help you ensure that your organisation's policies and procedures are fully compliant with Irish law.

You will receive regular updates on Irish employment law including case law reviews, legislative changes, topical updates as well as answers to your burning questions through our Q&A feature.

You will have 24/7 access to the Employment Law Hub so you can research case law and HR issues when you need to.

Already a subscriber, now or Register

This article is correct at 16/04/2024

The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.

Mark McElwaine

The main content of this article was provided by Mark McElwaine. Email

View all articles by Mark McElwaine