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  • Sickness Absence 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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  • Sickness Absence Documents - Warning/final warning of unsatisfactory attendance
    Warning/final warning of unsatisfactory attendanceFollowing an absence management meeting, if you want to formally warn the employee about their unsatisfactory attendance, use our warning letter. It can also be adapted for use as a final warning.Fair warningThe warning should set out the employee's unsatisfactory sickness absence record and what improvements in their attendance levels are required (making sure you're setting realistic targets), provide a reasonable timescale for improvement, advise them that...
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  • Sickness Absence Documents - Attendance procedure
    Attendance procedureOur attendance procedure provides a process for dealing with genuine but persistent short-term sickness absence. It's not suitable for long-term incapacity cases.ApplicationA dismissal due to persistent short-term sickness absence could either be due to conduct, capability or some other substantial reason (SOSR). You should use our Disciplinary Procedure where there's evidence that the employee's sickness absence isn't genuine or where there's any other suspected misconduct relating to sickness...
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  • Sickness Absence Documents - Notice of absence management meeting
    Notice of absence management meetingIt's potentially fair to dismiss an employee because of an unsatisfactory attendance record caused by persistent but genuine short-term sickness absences, provided a proper procedure is followed which is fair and reasonable in all the circumstances and you act reasonably in treating the employee's poor attendance as a sufficient reason to dismiss them. Use our letter to kick start the formal process.Potentially fair dismissal reasonWhether the potentially fair reason for dismissal...
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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 - 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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