I’m a Celebrity’s former Outback Shack attendant, Kiosk Keith, lost his job last year, reportedly due to inappropriate behaviour. He had apparently been drinking on the job and behaving inappropriately towards female members of the team. The Outback Shack is now being run by Kiosk Kev but it has now been reported that Kiosk Keith has turned himself around and wants another chance on the show.

In light of this, here is a reminder of how to handle employee misconduct.

  • Carry out an investigation into the employee’s alleged misconduct. Make sure that your investigation is balanced and fair and is carried out by someone who is impartial.
  • In cases of serious misconduct, consider whether it would be appropriate to suspend the employee whilst the investigation is carried out. However, ensure that suspension is not a knee-jerk reaction – click here for more details. 
  • Adopt a fair disciplinary procedure to reduce the risk of employment claims being brought. This is particularly important where the employee has been employed for 2 or more years because they are then protected from being unfairly dismissed. Also ensure that the ACAS Code of Practice on Disciplinary and Grievance Procedures is complied with (otherwise you face an uplift of up to 25% in compensation if the employees goes on to bring a successful claim in the Employment Tribunal).
  • Hold a disciplinary meeting with the employee so that they have a fair opportunity to put their side of the story forward. If possible, ensure the meeting is not conducted by the same person who carried out the investigation.
  • After the meeting, consider if any further investigation is required. If not, consider the facts and come to a decision.
  • Notify the employee of your decision and any disciplinary sanction that is to be imposed. It is a good idea to do this both verbally and in writing. Ensure that the disciplinary sanction is proportionate give the particular circumstances.
  • Advise the employee of their right to appeal against the disciplinary decision if they are not happy with it. Again, where possible, any appeal should be dealt with by someone who is impartial and who has not been involved in the matter.