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  • 1,500+ Business Documents - Absence management appeal meeting response
    Absence management appeal meeting responseAfter you've held an absence management appeal meeting, you will need to formally notify the employee in writing of the outcome, and your decision here is usually final.Confirming the appeal decisionUse our Notice of Absence Management Appeal Meeting to arrange an appeal meeting in circumstances where an employee has appealed under your Attendance Procedure, whether that's an appeal against a warning or final warning of unsatisfactory attendance or against a dismissal...
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  • 1,500+ Business Documents - Notice of absence management appeal meeting
    Notice of absence management appeal meetingWhere an employee appeals against a warning for unsatisfactory attendance or a decision to dismiss them under your attendance procedure, use our letter to arrange an appeal meeting.Appeal processOnce you've made your decision to formally warn an employee about their unsatisfactory attendance record or to dismiss them for this reason, it's important that you allow them the right of appeal against your decision. This is because you're required to follow the rules of natural...
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  • 1,500+ Business Documents - Attendance procedure
    Attendance procedureOur attendance procedure provides a process for dealing with genuine but persistent short-term sickness absence. It's not suitable for long-term incapacity cases.ApplicationA dismissal due to persistent short-term sickness absence could either be due to conduct, capability or some other substantial reason (SOSR). You should use our Disciplinary Procedure where there's evidence that the employee's sickness absence isn't genuine or where there's any other suspected misconduct relating to sickness...
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  • 1,500+ Business Documents - Dismissal due to unsatisfactory attendance
    Dismissal due to unsatisfactory attendanceWhen you want to implement a dismissal on the ground of unsatisfactory attendance levels, use our dismissal letter. This is the final sanction under our attendance procedure.Potentially fair dismissal reasonIf you dismiss an employee due to their poor attendance record caused by their recurring short-term sickness absences, rather than due to their health itself, your potentially fair reason for dismissal is likely to be some other substantial reason (SOSR) and not capability....
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  • 1,500+ Business Documents - Warning/final warning of unsatisfactory attendance
    Warning/final warning of unsatisfactory attendanceFollowing an absence management meeting, if you want to formally warn the employee about their unsatisfactory attendance, use our warning letter. It can also be adapted for use as a final warning.Fair warningThe warning should set out the employee's unsatisfactory sickness absence record and what improvements in their attendance levels are required (making sure you're setting realistic targets), provide a reasonable timescale for improvement, advise them that...
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  • 1,500+ Business Documents - Notice of absence management meeting
    Notice of absence management meetingIt's potentially fair to dismiss an employee because of an unsatisfactory attendance record caused by persistent but genuine short-term sickness absences, provided a proper procedure is followed which is fair and reasonable in all the circumstances and you act reasonably in treating the employee's poor attendance as a sufficient reason to dismiss them. Use our letter to kick start the formal process.Potentially fair dismissal reasonWhether the potentially fair reason for dismissal...
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  • 1,500+ Business Documents - Misconduct checklist
    Misconduct checklistUse this checklist to help you deal with an employee's misconduct. This will involve carrying out an investigation and then, if there is a case to answer, proceeding to a disciplinary hearing, after which you will need to consider the penalty and communicate your decision to the employee.What is misconduct?Misconduct is conduct which initially requires disciplinary action other than dismissal, such as a minor breach of company rules, policies and procedures, minor damage to company property,...
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  • 1,500+ Business Documents - Dealing with poor performance checklist
    Dealing with poor performance checklist This checklist is intended for cases where performance cannot be managed by the normal appraisal system, and the outcome may be dismissal if performance is not improved. Potentially fair dismissal reasonUnder the Employment Rights Act 1996 one of the five potentially fair reasons for dismissal is capability, which is defined in the legislation as meaning the employee's "capability assessed by reference to skill, aptitude, health or any other physical or mental quality"....
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  • 1,500+ Business Documents - Accepting resignation during disciplinary process
    Accepting resignation during disciplinary processThis letter is for use before a disciplinary procedure has been completed. If the disciplinary process is continued, and a decision is made to dismiss, use our dismissal after receipt of resignation letter.  What happens to the disciplinary procedure that has been started?If the employee has resigned, you may choose to accept their resignation and discontinue the disciplinary process.  However, if the alleged conduct is serious, you may need to conclude your...
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