HR Toolkit: discipline and appeal hearings

This HR Toolkit: discipline and appeal hearings removes the risk of unfair and constructive dismissal
claims and provides clear, plain English, guidance to the disciplinary process.

Complete Guide to Disciplinary Matters

My HR toolkit: discipline and appeal hearings provides an essential toolkit with practical guidance, meeting scripts and template letters to enable you to manage disciplinary and appeal hearings within your business fairly and consistently.

My HR Toolkit: discipline and appeal hearings takes you step by step through the formal disciplinary process. When you implement my HR Toolkit: discipline and appeal hearings you will not only be legally compliant but you will also deal with disciplinary matters fairly and consistently as you reach logical and justified conclusions.

And if you need extra help or advice, I’m just a phone call away. Contact me.

Employment Tribunals will uphold claims of unfair dismissal where a fair procedure has not been followed, even if you appear to have a valid reason for the dismissal.

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Content of the Kea HR Toolkit: discipline and appeal hearings

The Managers Guidance Notes have been compiled to support you step by step through the disciplinary and appeal process, the guidance notes are divided into four sections so that you can understand the requirements expected of you within your designated role:

Section 1 Role of the Commissioning Manager
Section 2 Role of the Investigating Officer
Section 3 Role of the Hearing Manager
Section 4 Role of the Appeal Manager
Section 5 Role of the Line Manager

The Commissioning Manager and Hearing Manager can be the same person, but the ACAS Code of Practice clearly states that the Investigating Officer, Hearing Manager and Appeal Manager should wherever possible by different people. Tribunal decisions have also made it clear that even in a very small family-run business it was unfair for one person to act as “judge, jury and executioner” in a disciplinary procedure. Read my report of one such case unfair to have one person in charge of whole disciplinary process.

Each section is supported by all the template documents you will need to navigate through the process and can be customised to suit your business style.

I enclose my Template Disciplinary Policy in the resource materials, if you have a policy in place that you are happy with you can use that, but if you don’t have one or are worried yours may no longer be legally compliant you can use my template policy, which has been reviewed for compliance with GDPR.

If you do not have a written Disciplinary Policy it is likely that a Tribunal will find any disciplinary action taken to be unfair and may give rise to a claim for unfair or constructive dismissal.

The template documents include:

  • Misconduct and Gross-misconduct allegation letters
  • Confirmation of Suspension from Work
  • Investigation Report
  • Confirmation of Outcome of Investigation
  • Invite to Formal Disciplinary Hearing – misconduct and gross misconduct
  • Model Framework for Conducting a Disciplinary Hearing With Meeting Agenda
  • Letter Rescheduling a Disciplinary Hearing: employee request and business reasons options
  • Letter Postponing a Disciplinary Hearing – Employee Too Sick To Attend
  • Letter Confirming Adjournment to Enable Further Investigations
  • Outcome Of Disciplinary Hearing: No Formal Action Or Sanction, First and Final Warning, Dismissal With Notice, Dismissal for Gross Misconduct and Action Short of Dismissal
  • Confirmation of Dismissal – failure to attend disciplinary hearing
  • Invite to Appeal Hearing
  • Appeal Hearing Agenda
  • Letter To Employee Confirming The Appeal Decision
  • Invite to Review Meeting
  • Outcome – unsatisfactory progress and invite to formal disciplinary meeting
  • Outcome – borderline progress with extension of review period
  • Outcome – satisfactory progress

Last updated: August 2018 to comply with the General Data Protection Regulations (GDPR).

In addition to the HR Toolkit: discipline and appeal hearings you will receive:

Support with Interpretation and Application
I will be available, at no extra charge in the first 12 months of purchase, to provide you with a quick check on the interpretation or application of the content of the HR Toolkit: Discipline and Appeal Hearings. There are no limits on the number of times you can use the facility, or the length of time each situation takes to resolve. You can use the facility to clarify a step in the process, seek advice on a specific situation that is happening in your business or send me a letter you have amended to check it is still legally compliant.
Always Up To Date
I am constantly reviewing the content of my HR Toolkit: Discipline and Appeal Hearings and if I make any changes within the first 12 months of purchase I will pass these on to you at no extra charge.
Legislation News Legislation News
I will keep you up to date on new legislation and current hot topics in Discipline and Appeal matters.

When you buy my HR Toolkit: Discipline and Appeal Hearings you will be taking the first step to protecting your business.

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