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  • 1,500+ Business Documents - Letter appointing a disciplinary investigation manager
    Letter appointing a disciplinary investigation managerWhere disciplinary allegations are made against an employee, the first stage is to appoint a manager to conduct an investigation, the purpose of which is to ascertain whether or not there is a potential disciplinary case for the employee to answer. Use our letter to do this.Role of the investigating officerIn order to comply with the Acas Code of Practice on Disciplinary and Grievance Procedures it's important that, before moving to the disciplinary hearing...
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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 - Disciplinary procedure
    Disciplinary procedureDealing with conduct and other disciplinary matters is one of the most difficult challenges for any employer. Make a wrong move and an employee can exact a high price. And even if you've a good reason to take action, tribunals demand that you follow the right procedure to the letter. Our disciplinary procedure shows you how to play it safe and stay on the right side of the law. A fair misconduct dismissalYou only have to open the newspapers to read of another employment tribunal claim involving...
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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 - Disciplinary hearing order of proceedings
    Disciplinary hearing order of proceedingsWhere managers are asked to chair disciplinary hearings, if they're new to the whole experience, it's helpful to give them guidance on how the hearing should be conducted. Our document will assist in ensuring they conduct hearings appropriately and cover all the matters that need to be dealt with in a logical and fair order.Acas Code of PracticeThe Acas Code of Practice on Disciplinary and Grievance Procedures sets out the principles of fairness for handling disciplinary...
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  • 1,500+ Business Documents - Alternative disciplinary sanctions letter
    Alternative disciplinary sanctions letterIt's possible to impose a disciplinary sanction other than a formal warning or dismissal on an employee provided you've the contractual right to do so and the sanction is only temporary.Usual disciplinary sanctionsThe Acas Code of Practice on Disciplinary and Grievance Procedures indicates that the usual sanction in disciplinary cases will either be a written warning, a final written warning or dismissal, depending on the stage of the procedure you're at and the seriousness...
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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 to 10 of 58 articles