TY - JOUR AB - The Howard Shuttering Contractors case throws considerable light on the importance which the tribunals attach to warnings before dismissing an employee. In this case the tribunal took great pains to interpret the intention of the parties to the different site agreements, and it came to the conclusion that the agreed procedure was not followed. One other matter, which must be particularly noted by employers, is that where a final warning is required, this final warning must be “a warning”, and not the actual dismissal. So that where, for example, three warnings are to be given, the third must be a “warning”. It is after the employee has misconducted himself thereafter that the employer may dismiss. VL - 19 IS - 1 SN - 0309-0558 DO - 10.1108/eb022384 UR - https://doi.org/10.1108/eb022384 PY - 1976 Y1 - 1976/01/01 TI - Managerial Law T2 - Managerial Law PB - MCB UP Ltd SP - 1 EP - 237 Y2 - 2024/03/29 ER -