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  • 1,500+ Business Documents - Notice of SOSR or statutory bar appeal meeting
    Notice of SOSR or statutory bar appeal meetingAn employee has no statutory right to appeal against an SOSR or statutory bar dismissal. However, you should still give them an opportunity to appeal as part of an overall fair procedure. Use our letter when an employee appeals against an SOSR or statutory bar dismissal decision, to inform them of the date and time of the appeal meeting.On appealTo comply with general principles of fairness, you should allow an employee the chance to appeal against any decision reached...
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  • 1,500+ Business Documents - Letter following SOSR or statutory bar appeal meeting
    Letter following SOSR or statutory bar appeal meetingAfter holding an appeal against the decision to dismiss an employee on some other substantial reason (SOSR) or statutory bar grounds, you need to formally notify them in writing of the outcome. The decision on an appeal is final.A final decisionAfter hearing what the employee has to say as part of their appeal, and after considering any new evidence that they produce, there are two possible outcomes. The first is that you decide to reject the appeal, so the...
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  • 1,500+ Business Documents - Incapacity checklist
    Incapacity checklist Use this checklist to help you manage employees who are absent for a long period or are persistently absent for short periods due to sickness or injury.  Your procedure for managing sickness should be separate from your disciplinary procedure for all cases of ill health as opposed to misconduct. However, if possible misconduct has been identified, and informal counselling does not resolve the problem or is not appropriate, a disciplinary procedure should be followed. Obtaining medical...
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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 - Dismissal or dismissal under consideration after receipt of resignation
    Dismissal or dismissal under consideration after receipt of resignationUse this letter if an employee resigns when a decision to dismiss them is under consideration. Should you still continue with the disciplinary proceedings?If the alleged misconduct is serious it may still be necessary to go ahead and hold a full disciplinary hearing.  Even if the employee has resigned, they should be given the opportunity to state their case, but if they choose not to this letter makes it clear that a decision will be taken...
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  • 1,500+ Business Documents - Dismissal for taking part in industrial action
    Dismissal for taking part in industrial actionThis letter covers situations where the taking part in an unofficial industrial action has led to a serious breach of contract equivalent to gross misconduct which justifies you dismissing the employee without notice. When can you fairly dismiss?Each case must be treated on its own merits and this letter also includes an option to give notice which may be appropriate depending on the circumstances. Note that some industrial action may not be a breach of contract...
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