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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 - Letter following poor performance appeal meeting
    Letter following poor performance appeal meetingAfter the poor performance appeal meeting, you will need to formally notify the employee in writing of the outcome. The decision on an appeal is normally final unless your capability procedure specifically contains a right of further appeal to a higher level of management.Notification of the outcomeUse our Notice of Poor Performance Appeal Meeting to arrange an appeal meeting in circumstances where an employee has appealed under your capability procedure, whether...
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  • 1,500+ Business Documents - Letter following disciplinary appeal hearing
    Letter following disciplinary appeal hearingAfter the disciplinary appeal hearing, you need to formally notify the employee in writing of the outcome. The decision on an appeal is normally final unless your disciplinary procedure specifically contains a right of further appeal to a higher level of management.Uphold or rejectAfter hearing the employee's submissions on appeal, there are two possible outcomes. The first is that you decide to reject the appeal. This means the decision to issue a warning to or to...
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  • 1,500+ Business Documents - Notice of poor performance appeal meeting
    Notice of poor performance appeal meetingIf you deny an employee the right to appeal against a poor performance warning or dismissal, you will be acting unfairly and in breach of the Acas Code of Practice on Disciplinary and Grievance Procedures. Use our notice of poor performance appeal meeting letter when an employee appeals against your performance management decision, to inform them of the date and time of the appeal meeting.An appealing decisionOnce you've made your decision to formally warn the employee...
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  • 1,500+ Business Documents - Notice of disciplinary appeal hearing
    Notice of disciplinary appeal hearingIf you deny an employee the right to appeal against a disciplinary sanction or dismissal, you will be acting unfairly and in breach of the Acas Code of Practice on Disciplinary and Grievance Procedures. Use our notice of disciplinary appeal hearing letter when an employee appeals against a disciplinary decision, to inform them of the date and time of the appeal hearing.An appealing prospectOnce you've made your decision to formally warn the employee or to dismiss them, that's...
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  • 1,500+ Business Documents - Letter advising appeal is out of time
    Letter advising appeal is out of timeYou can use our letter to advise employees that their appeal against a disciplinary or capability sanction or a grievance decision can't be heard as it's out of time. However, be careful about being too rigid in sticking to a prescribed time limit as you still need to comply with the requirements of fairness.Acas Code of Practice and GuideThe Acas Code of Practice on Disciplinary and Grievance Procedures provides that employees who have had disciplinary action taken against...
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  • 1,500+ Business Documents - Notification of long-term incapacity dismissal appeal meeting
    Notification of long-term incapacity dismissal appeal meetingAn employee has no statutory right to appeal against a dismissal on long-term incapacity grounds. However, it's preferable still to give the employee an opportunity to appeal as part of an overall fair dismissal procedure. Use our letter to inform them of the date and time of the appeal meeting.On appealWe recommend that, to comply with general principles of fairness, you allow the employee the chance to appeal against any decision reached to dismiss...
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  • 1,500+ Business Documents - Confirmation of outcome of long-term incapacity dismissal appeal meeting
    Confirmation of outcome of long-term incapacity dismissal appeal meetingAfter holding an appeal against the decision to dismiss the employee on long-term incapacity grounds, you need to formally notify them of the outcome. The decision on an appeal will be final.A final decisionAfter hearing what the employee has to say as part of their appeal, for example they might provide more medical evidence or give confirmation that they will be fit to return to work in some capacity earlier than envisaged, there are two...
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  • 1,500+ Business Documents - Notification of appeal meeting
    Notification of appeal meetingYou're under no legal obligation to give a short-serving employee an opportunity to appeal against their dismissal, unless you've promised this as part of a relevant contractual procedure. If you do decide to allow the employee to appeal and they exercise this right, use our letter to inform them of the date and time of the appeal meeting.On appealIf an employee who does not have sufficient continuity of service to claim unfair dismissal (two years or more) appeals against their...
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  • 1,500+ Business Documents - Confirmation of outcome of appeal meeting
    Confirmation of outcome of appeal meetingAfter any appeal meeting that you've granted relating to the dismissal of a short-serving employee, you need to formally notify them in writing of the outcome. The decision on an appeal is final.Uphold or rejectAfter hearing the employee's submissions on appeal, there are two possible outcomes. The first is that you decide to reject the appeal. This means the decision to dismiss the employee stands. The other is that you uphold the employee's appeal. With dismissal, it...
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