Disciplinaries & dismissals
- What does 'gross misconduct' mean?
- When is an employee entitled to be accompanied?
- Is an employee entitled by law to bring his lawyer with him as a companion?
- What do I need to write in a disciplinary letter?
To comply with the law and good practice you may need to write several letters during a disciplinary or grievance process:
- A letter inviting an employee to attend a hearing stating the reasons for the hearing, the potential outcome e.g. dismissal, and informing them of their right to be accompanied
- A letter confirming the outcome of the hearing and of the right of appeal
- A letter acknowledging the grounds of appeal and inviting the employee to an appeal hearing
- A letter confirming the outcome of the appeal.
A summary letter will summarise the proceeding but will also warn what will happen if the behaviour or poor performance continues. Where dismissal has taken place, the letter will explain about payment of outstanding monies or recovery of overpayments and about the P45 etc.
www.myhrdept.co.uk contains a full range of disciplinary and grievance letters that you can use to quickly produce for your own purposes, as well as an on-line storage facility for all previously created documents.
- What are the costs of getting it wrong?
- Do statutory grievance, disciplinary & dismissal procedures apply to employees with less than a years service?
- What should do I do to contact an employee who has not turned up for work and not made contact?
- How can I dismiss an employee who I cannot contact without breaking the law?
- Where an employee has not turned up for a dismissal hearing, do I still need to give an opportunity for them to appeal?
- What sort of investigation should I undertake prior to disciplinary/dismissal hearings?
- I am the only manager. Can I conduct an investigation, chair a hearing and an appeal?
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