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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 - Disciplinary investigation report
    Disciplinary investigation reportOur disciplinary investigation report will help an investigating officer summarise the investigation that was carried out, including the evidence gathered, what it shows (and doesn't show) and their recommendations for the next step.Investigation summaryA fair disciplinary procedure doesn't absolutely require that a written investigation report is produced but many investigations will benefit if the findings are recorded in writing, so the investigating officer should fill in...
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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 - No disciplinary action letter
    No disciplinary action letterUse this letter when no disciplinary action is to be brought against an employee after an initial investigation.  No case to answerFollowing an investigation into disciplinary allegations, you might conclude that there is no case to answer, with the result that no formal disciplinary action will be taken against the employee. This is usually because either the allegations against the employee have been shown to be unfounded or they have put forward a perfectly sensible and logical...
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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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  • 1,500+ Business Documents - Notification of disciplinary investigation
    Notification of disciplinary investigationUse our notification of disciplinary investigation letter to inform an employee in writing of the allegations against them and that an investigation will be carried out. If necessary, hold an investigatory meeting with them as part of the investigation.Not suspendedOur Suspension Letter advises an employee that they are to be the subject of a disciplinary investigation, but that's only for use in some limited cases of potential gross misconduct where you also have reasonable...
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  • 1,500+ Business Documents - Meeting request following long-term incapacity
    Meeting request following a period of long-term incapacityOnce you've obtained a medical report, the next stage is to arrange a meeting with your absent employee to discuss its contents and any recommendations that it makes. In particular, you should explore when the employee might be fit to return to work and what adjustments you could make to work arrangements or practices in order to enable them to return.A detailed discussionOnce you have properly informed yourself of the employee's current state of health...
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  • 1,500+ Business Documents - Informal meeting request
    Informal meeting request Our letter will assist you in arranging an informal meeting with an employee to discuss your concerns with their performance or conduct. Use it where the issues are minor so that an informal approach is the best way to start.Acas Code and guidanceIn cases of minor poor performance or misconduct, before you launch into the formal capability or disciplinary procedure, you should aim to resolve the problem informally by having a meeting with your employee. The Acas Code of Practice on Disciplinary...
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  • 1,500+ Business Documents - Request to attend investigatory meeting
    Request to attend investigatory meetingOnce allegations have been made against an employee relating to misconduct in the workplace, the first step is to conduct a proper investigation. Particularly where the allegations are reliant on the witness evidence of third parties, as part of the investigation you should call the employee in for an investigatory interview so as to establish at the outset their version of events. You will also need to formally interview the witnesses.A thorough investigationAs part of...
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  • 1,500+ Business Documents - Notification of long-term incapacity meeting
    Notification of long-term incapacity meetingWhen you reach the point that you're considering dismissing an employee on the grounds of long-term incapacity, you will need to set up a formal meeting to consult about your proposals before taking your final decision. This is an essential requirement of general fairness.A fair incapacity dismissalLong-term sickness absence can be a fair reason for dismissal. However, for a dismissal to be fair in practice you will need to show that the employee's long-term absence...
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