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  • Employment - 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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  • Employment - 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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  • Employment - Proposal to dismiss and re-employ on new terms
    Proposal to dismiss and re-employ on new termsIt may be possible to introduce new employment terms by terminating an employee's existing contract on notice and immediately offering to re-employ them on the new terms. Use our letter to invite an employee to a consultation meeting to discuss dismissal and re-employment. Only send it after conducting a full consultation procedure and ensure you have a sound business reason for the change.Proposal to dismissWhere you've followed a fair consultation process to seek...
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  • Employment - Dismissal due to poor performance
    Dismissal due to poor performance When you want to confirm a dismissal on the ground of poor performance, you will need our dismissal letter. This is the final sanction for a lack of capability that isn't the employee's fault. 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...
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  • Employment - Dismissal with notice letter (misconduct)
    Dismissal with notice letter (misconduct)If you've followed the warnings procedure to its natural conclusion, it means that a dismissal is going to be inevitable, but again only after a disciplinary hearing. When you want to confirm a dismissal on grounds of misconduct, you will need our dismissal with notice letter. This is the final disciplinary sanction for misconduct that is not gross in nature. Out the doorA Dismissal with Notice Letter should state that the reason for dismissal is the employee's misconduct,...
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