Where an employee is not performing, does formal action follow its own policy or fall under disciplinary or grievance procedures?

Posted in : First Tuesday Q&A ROI on 6 December 2011
A&L Goodbody
A&L Goodbody
Issues covered:

If an employee is not performing to a level which an employer is reasonably entitled to expect, it would be important for a performance improvement process to be initiated with the employee. The objective of this process is to afford the employee a reasonable opportunity to improve prior to taking any form of disciplinary action. An employer may have its own performance improvement policy which prescribes the process.

However, if there is no such policy in place, the employer should write to the employee in question and outline its concerns regarding his/her performance. The employee should be advised to consider these issues and his/her responses in advance of a meeting with his/her

Already a subscriber?

Click here to login and access the full article.

Don't miss out, start your free trial 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 Start my free trial today

Back to Q&A's This article is correct at 03/09/2015
Disclaimer:

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.

A&L Goodbody
A&L Goodbody

The main content of this article was provided by A&L Goodbody. Contact telephone number is +353 1 649 2000 or email dublin@algoodbody.com

View all articles by A&L Goodbody