Disciplinary hearings: Avoid under interference

Imagine you’re appointed to conduct a disciplinary hearing into an allegation of misconduct. You’ve never come across the employee before, but the evidence seems pretty clear.

She complains that her manager was biased against her because she complained about compliance issues in the past, but the manager says that those complaints were resolved and have nothing to do with her misconduct.

After a disciplinary hearing, you take the decision to dismiss the employee. The next thing you hear, she’s suing the company for firing her for being a whistleblower.
Court decision relevent to disciplinary hearing
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