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  • Dismissal 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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  • Dismissal 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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  • Dismissal Documents - Written warning and final written warning
    Written warning and final written warningFollowing a disciplinary hearing, if you want to formally warn the employee you will need to issue either a written warning or a final written warning. These are important documents so you should ensure you draft them carefully; a one-liner simply telling the employee you are giving them a "written warning" won't be sufficient.The warnings procedureUse our Written Warning and Final Written Warning letters to issue formal written warnings to the employee. The written warning...
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  • Dismissal 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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  • Dismissal Documents - Warning-final warning of poor performance
    Warning/final warning of poor performanceFollowing a review meeting, if you want to formally warn the employee about their performance, you will need to issue a performance warning. This should give the employee a reasonable period of time in which to improve and warn them that a failure to do so could lead to a final performance warning and ultimately their dismissal.Fair warningThe warning should explain the nature of the employee's unsatisfactory performance and to what levels they need to improve (making...
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  • Dismissal 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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  • Dismissal Documents - Dismissal without notice letter (gross misconduct)
    Dismissal without notice letter (gross misconduct)If, after a disciplinary hearing, you take the decision to dismiss the employee because they've committed an act of gross misconduct, such as theft or violence, you will need our dismissal without notice letter. This dismisses the employee with immediate effect. A trust and confidence breakdownA Dismissal without Notice Letter should set out that the reason for dismissal is the employee's gross misconduct, explain the nature of that gross misconduct and include...
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  • Dismissal Documents - Letter following informal discussion of minor poor performance
    Letter following informal discussion of minor poor performanceIn cases of minor poor performance, before you launch into instituting the formal disciplinary or capability procedure, you should try to resolve the issue informally first by discussion with the employee. Use our letter following informal discussion of minor poor performance to confirm your meeting discussions.The Acas CodeThe Acas Code of Practice on Disciplinary and Grievance Procedures provides that many potential disciplinary issues can be resolved...
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  • Dismissal Documents - Notification of disciplinary hearing
    Notification of disciplinary hearingIf you want to take disciplinary action against an employee, the first step is to write to them setting out the allegations and requiring their attendance at a formal disciplinary hearing. Our notification of disciplinary hearing letter ensures you get things off to a good start.Hearing noticeArranging a disciplinary hearing is the first step in the formal procedure once you have completed your investigation and taken the decision that the matter needs to be dealt with formally,...
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  • Dismissal Documents - Letter following informal discussion of minor misconduct
    Letter following informal discussion of minor misconductIn cases of minor misconduct, before you launch into instituting the formal disciplinary procedure, you should try to resolve the issue informally first by discussion with the employee. Use our letter to confirm your meeting discussions.The Acas CodeThe Acas Code of Practice on Disciplinary and Grievance Procedures provides that many potential disciplinary issues can be resolved informally. In the accompanying Guidance, Acas state that cases of minor misconduct...
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