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  • Sickness Absence 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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  • Sickness Absence 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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  • Sickness Absence 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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  • Sickness Absence Documents - Notice of performance review meeting
    Notice of performance review meetingIt's possible to deal with performance issues through your disciplinary procedure. However, where the issue is one of "can't perform" (due to lack of capability) as opposed to "won't perform" (for example, because of negative attitude problems or laziness), then you might opt for a performance review procedure which is aimed at assisting the employee to improve their performance, rather than seeking to attach blame.A fair capability dismissalIt's a potentially fair reason...
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  • Sickness Absence 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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