Does this warrant dismissal???

choccieuk

An employee was supposed to go to a training course but didn't attend although she states she did. Would this warrant a disciplinary for dishonesty??

jdturk

yes, its probably one of the more serious things they could do because its likely they will have been paid for the day's training as well!

jdturk

You will have lost all trust with the employee and to be honest if I were an employer and found out that someone had not gone on training that the company paid for, the company paid the person their wages and most likely any other expenses involved I would be looking to get them out that door as quick as possible

MrsTinks

I'm not sure it's dismissal but I'd certainly discuss it with an HR advisor and if possible my ideal solution would be dismissal.
It's the same as saying you did overtime but didn't, you claimed a days sick pay to go shopping or you ran off with goods to the value of a days work. PLUS the cost of the training course.

terra_ferma

choccieuk wrote: »

An employee was supposed to go to a training course but didn't attend although she states she did. Would this warrant a disciplinary for dishonesty??

Yes, yes and yes again.
Fraud, she obtained money by pretending to be at work (training=work).

eschaton

GM for definite

choccieuk

ok so if in addition to this she then rang in sick (not given in sick note) then was uncontactable by letter or phone what would be the next step?

Browntoa

how long they been sick ?? you self certificate for up to 7 days

choccieuk

10 days so far and a recorded delivery letter has been sent which was signed for by her

jdturk

choccieuk wrote: »

ok so if in addition to this she then rang in sick (not given in sick note) then was uncontactable by letter or phone what would be the next step?

Phone a HR company and ask for the correct procedure to go down the disciplinary route

terra_ferma

choccieuk wrote: »

ok so if in addition to this she then rang in sick (not given in sick note) then was uncontactable by letter or phone what would be the next step?

I believe if people don't respond you can hold a disciplinary in their absence and still dismiss them.
But you need proper HR advice here. If you get it wrong it could cost you lots of ££££ (if she's been employed over a year, or in some other specific cases)