Document Chunk
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Section : Underperformance isn't the same as serious misconduct
Domain : Human Resource Management
Classification : Not Identified
Context
This chunk is situated within the section discussing the distinction between underperformance and serious misconduct in the context of managing employee performance. It emphasizes the gravity of serious misconduct and the necessity for employers to seek legal advice when considering dismissal for such behaviors.
Text Content
Serious misconduct includes deliberately unprofessional, dangerous or unlawful behaviour, such as theft, fraud, sexual harassment or assault, which may warrant instant dismissal. Employers should seek specific legal advice when ending employment because of serious misconduct.
- What are some examples of serious misconduct mentioned in the text?
- Why is it important for employers to seek legal advice when terminating employment for serious misconduct?
- How might serious misconduct impact an employee's job security?
- What could be the consequences of serious misconduct for an employee?
- In what situations might an employer consider instant dismissal?
- What types of behavior are classified as serious misconduct according to the text?
- How does the text define 'serious misconduct'?
- What steps should an employer take before dismissing an employee for serious misconduct?
- Can serious misconduct include non-violent behaviors? If so, provide an example.