An employee has recently started her maternity leave. Subsequently a very serious disciplinary situation has come to light that most likely constitutes gross misconduct. Do we have to wait for her to return from maternity leave or can we start the disciplinary process now? If we do wait till she returns, she has indicated previously that she intends to make a request for flexible/part-time working. Will our disciplinary action then be perceived as possible victimisation for making the request? Any suggestions of how/when we can deal with this?
Andrew Monroe