A final written warning is usually the last stage of the disciplinary procedure before dismissal. If an employee is given a final written warning for a first offence this is normally because the offence constitutes Gross Misconduct. The employer could have dismissed but has instead given the employee a second and often final chance.
If the employee has committed an act of misconduct a final written warning often follows a written warning. There is a common misconception that the warning has to be for the same thing in order to proceed to the next stage of the disciplinary procedure. This is not the case and the warning can be for a different unrelated offence.
An employer can be fined in the criminal court for a range of employment related offences including employing illegal immigrants, health and safety offences and failing to comply with HR1 requirements in a collective redundancy situation.
Fixed Term Contract is defined by the Fixed-Term Employees (Prevention of Less Favourable Treatment) Regulations 2002 as a contract of employment that will terminate:
a) on the expiry of a specific term (for example, after 6 months or on 25 June 2007)
b) on the completion of a particular task (for example, when project X is complete)
c) on the occurrence or non-occurrence of any other specific event other than retirement.
Fixed term employees are employees employed on a fixed term contract. Such employees are protected from less favourable treatment on the ground that they are fixed term employees.
Non renewal of a fixed term contract is a dismissal.
