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  • Dismissal Documents - Suspension letter
    Suspension letterIn cases of gross or very serious misconduct, you should give careful consideration to suspending the employee for a brief period during your disciplinary investigation and pending a formal disciplinary hearing. Use our suspension letter for this purpose.Suspension from dutyIf there's an allegation of very serious or gross misconduct, you may decide to suspend the employee from duty whilst you carry out a full and fair investigation. Suspension may be appropriate, for example, where there is...
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  • Dismissal Documents - 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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  • 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 - Dismissal on notice due to unsatisfactory performance/conduct letter
    Dismissal on notice due to unsatisfactory performance/conduct letterYou should only use this letter where the employee has short service. This is because longer-serving employees have unfair dismissal rights so they need to be treated entirely differently in the dismissal procedure to be adopted.Dismissal of short-serving employeesThis letter should only be used for short-serving employees who do not have the right to claim unfair dismissal. An employee can generally make a claim for unfair dismissal if they...
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  • Dismissal Documents - Letter lifting suspension
    Letter lifting suspensionWhere an employee has been suspended on pay in a case where you believed them to have committed an act of very serious or gross misconduct, after investigation you might find there is, in fact, no case to answer. In this case, use our letter lifting suspension and confirming no disciplinary action will be taken.Suspension from dutyIf there's an allegation of very serious or gross misconduct, you may decide to suspend the employee from duty whilst you carry out a full and fair investigation....
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  • Dismissal Documents - Dismissal without notice letter (absent employee)
    Dismissal without notice letter (absent employee)If, after a disciplinary hearing which is held in the employee's absence, you take the decision to dismiss them because they've committed an act of gross misconduct, you will need our dismissal without notice letter (absent employee). This dismisses the employee with immediate effect. A trust and confidence breakdownIn the Dismissal without Notice Letter (Absent Employee) you should set out why the hearing was held in the employee's absence, that the reason for...
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  • Dismissal Documents - Letter warning actions will be viewed as potential gross misconduct
     Letter warning actions will be viewed as potential gross misconduct The penalty for proven gross misconduct is normally summary dismissal. This means that employment can be terminated without notice or pay. Certain actions, such as workplace violence or theft, will always fall into this category; others may not be that clear cut. So to ensure that an employee is in no doubt as to how you will view such conduct, always spell it out. Our letter will help you here. err on the side of caution Sometimes, an employee...
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