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.

Updated to comply with the General Data Protection Regulation (GDPR),
which is in force from 25 May 2018

What You Will Receive with this HR Toolkit: disciplinary and appeal hearings

Response: within 1 working day Delivery: within 1 working day Cost: £195 Buy Now

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.

My HR Toolkit: discipline and appeal hearings will:
  • Protect Your Business
  • Be Legally Compliant
  • Be Fully Editable By You
  • Provide a Complete Guide To Discipline
  • Be Easy to Navigate
  • Save Your Time

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.

I recognised that owners of smaller businesses don’t have the time to create the documentation needed to manage a discipline or appeal hearing so I created my HR Toolkit: discipline and appeal hearings to enable you to quickly introduce a robust disciplinary process into your business that protects you from unfair and constructive dismissal claims and complies with the ACAS Code of Practice: Discipline & Grievances at Work and General Data Protection Regulations (GDPR).

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 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.

Start protecting your business today by implementing my HR Toolkit: disciplinary and appeal hearings.

Benefits of the Kea HR Toolkit: discipline and appeal hearings

My HR Toolkit: discipline and appeal hearings provides easy to follow guidance on how to deal with disciplinary and appeal hearings.

Protects Your Business

My HR Toolkit: discipline and appeal hearings summarises all of your responsibilities in a logical order so you can’t go wrong. Carefully written guidance notes will ensure decisions are made promptly, fairly and consistently within your business and the comprehensive series of letters and meeting scripts cover every scenario.

Provides Instant Legal Compliance

I am constantly reviewing the content of my template documents. Where any statutory requirements are amended within 12 months of you purchasing the HR Toolkit: discipline and appeal hearings I will notify you and update your documents free of charge.

Fully Editable By You

All the resource materials such as letters and meetings scripts, are provided in Microsoft Word format so they are fully editable by you. You can cut and paste them to fit your letterhead, add your company logo to policies and reformat the font styles to suit your company style. There are clear prompts where you need to add text.

Complete Guide to Disciplinary Matters
When you purchase the HR Toolkit: discipline and appeal hearings you will have instant access to everything you might need to manage a disciplinary situation. I even include a legally compliant disciplinary policy that you can implement immediately so your business is protected. The resource materials help you to react quickly and easily when a disciplinary situation crops up in your business.
Easy To Navigate
The guidance notes and resource materials are grouped by role i.e. investigating officer, hearing manager and appeal manager. So it’s easy to find everything that relates to your role in the process. As you read the step by step guidance notes you will find the resource materials are provided in the order that you will need them.
Saves Your Time

I have done all the work for you, the Management Guidance Notes save your time by providing practical guidance on what you need to know and what you need to do and the resource materials mean you can simply click and go.

When you buy my HR Toolkit: discipline and appeal hearings you will be taking the first steps towards protecting your business

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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, I have therefore divided the notes 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

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.

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.

Here’s a complete list of what you will receive when you buy my HR Toolkit: discipline and appeal hearings:

Section 1: Guidance for the Commissioning Manager

  • Commissioning Managers Role and Responsibilities
  • The Template Disciplinary Policy
  • The ACAS Code of Practice on Disciplinary and Grievance Procedures
  • Why Are Investigations Important?
  • Core Principles of Conducting an Investigation
  • Who Should Undertake The Investigation?
  • How Long Will The Investigation Take?
  • What Will Be Investigated?
  • How To Notify The Employee About The Allegations
  • How To Determine Whether The Employee Should Be Suspended
  • Agreeing The Investigation Terms of Reference
  • How To Notify The Employee That Formal Disciplinary Action Will Follow
  • What Should Be Included In The Disciplinary Hearing Bundle?
  • How To Deal With Grievances Received During the Disciplinary Process
  • How To Avoid Allegations of Constructive Dismissal
  • How To Deal With Police Investigations
  • Equal Opportunities in Disciplinary Matters
  • General Data Protection Regulations (GDPR)
Section 1: Resource Materials for the Commissioning Manager

  1. Disciplinary Policy
  2. Suspension From Work Checklist
  3. Suspension Meeting Script
  4. Notification Of Suspension
  5. Frequently Asked Questions – Paid Suspension
  6. Notification Of Review Of Suspension
  7. Confirmation Of Receipt Of Medical Certificate During Period Of Suspension
  8. Notification Of Disciplinary Investigation
  9. Notification Of Further Allegation(s) Arising During Investigation
  10. Notification Of Further Allegation(s) Arising From Investigating Interview
  11. Commissioning Managers Recommendations
  12. Outcome Of Investigation – No Action
  13. Outcome Of Investigation – Informal Action
  14. Outcome Of Investigation – Formal Disciplinary Action
Section 2: Guidance for the Investigating Officer

  • Role and Responsibilities of the Investigating Officer
  • Investigations Flow Chart
  • What Type of Evidence Needs To Be Collected?
  • Who Should be Interviewed?
  • Meeting Notes and Witness Statements
  • In What Order Should Interviews and Evidence be Collected?
  • Preparing the Investigation Report
  • Concluding the Role of the Investigating Officer
  • Dealing with Difficult Issues
  • Retention of Records
  • General Data Protection Regulation (GDPR)
  • Best Practice
Section 2: Resource Materials for the Investigating Officer

  1. Investigation Report
  2. Invite To Investigation Interview
  3. Checklist For Conducting An Investigating Interview
  4. Interviewing Tips and Techniques
  5. Questioning Techniques
  6. Script For Formal Interview With The Employee Under Investigation
  7. Invite To Investigation Interview (Witness)
  8. Script For Interviewing Witnesses
Section 3: Guidance for the Hearing Manager

  • Role and Responsibilities of the Hearing Manager
  • Principles Of Natural Justice And Reasonableness
  • Scheduling Disciplinary Hearings
  • How To Deal with the Employee Who Is Too Ill To Attend the Hearing
  • Stages of Your Policy
  • The Employees Right to be Accompanied
  • How To Structure The Disciplinary Hearing
  • How To Make a Fair Decision
  • How To Decide Which Penalty is Appropriate
  • Burchell 2 Step Test
  • How To Confirm the Decision to the Employee
  • How To Manage Disciplinary Action Involving A Trade Union Official
  • Keeping Records
  • General Data Protection Regulation (GDPR)
Section 3: Resource Materials for the Hearing Manager

  1. Invite to Formal Disciplinary Hearing (Employee Under Investigation)
  2. Invite to Formal Disciplinary Hearing (Witness)
  3. Supporting Guidance For Witness Attending a Formal Disciplinary Hearing
  4. Model Framework for Conducting a Disciplinary Hearing With Meeting Agenda
  5. Letter Rescheduling a Disciplinary Hearing – Employee Request
  6. Letter Rescheduling a Disciplinary Hearing – Business Reasons
  7. Letter Postponing a Disciplinary Hearing – Employee Too Sick To Attend
  8. Letter to Employee Seeking Consent to Request a Medical Report
  9. Letter to GP Seeking Advice: Is Employee Fit Enough To Attend?
  10. Letter Confirming Adjournment to Enable Further Investigations
  11. Letter Confirming Reconvened Meeting Following Adjournment to Further Investigate
  12. Outcome Of Disciplinary Hearing – No Formal Action Or Sanction
  13. Outcome Of Disciplinary Hearing – First Warning
  14. Outcome Of Disciplinary Hearing – Final Warning
  15. Outcome Of Disciplinary Hearing – Dismissal With Notice
  16. Outcome Of Disciplinary Hearing – Dismissal Without Notice
  17. Outcome Of Disciplinary Hearing – Action Short of Dismissal
  18. Outcome Of Disciplinary Hearing – Failure to Attend
Section 4: Guidance for the Appeal Manager

  • ACAS Code of Practice
  • Best Practice for Appeal Hearings
  • Does The Employee Have Genuine Grounds for Appealing?
  • Rescheduling the Appeal Hearing When The Employee Can’t Attend
  • How To Structure The Appeal Hearing
  • How To Make A Fair Decision
  • Record Keeping
  • General Data Protection Regulation (GDPR)

Section 4: Resource Materials for the Appeal Manager

  1. Letter to Employee Requesting Confirmation of Grounds for Appeal
  2. Invite to Appeal Hearing
  3. Appeal Hearing Checklist
  4. Appeal Hearing Agenda
  5. Letter To Employee Confirming The Decision
Guidance Notes

Total pages: 67
Last updated: June 2018 to comply with the General Data Protection Regulations (GDPR).

Resource Materials

Total pages: 99
Last updated: June 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.
  • Updates: 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: I will keep you up to date on new legislation and current hot topics in disciplinary matters.
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See What My Customers Say

I bought this Toolkit to help me manage a disciplinary situation in my business, I was really surprised with the amount of information Kathryn provides and the quality of the letters and other supporting documents. This really is a step by step tooolkit.
I highly recommended her.
This Toolkit has become my Bible to disciplinary matters. The guidance is excellent and Kathryn is always available if I need advice on a specific situation or to check a letter that I have tweaked. The support materials provided in this Toolkit are excellent and it’s so easy to cut and paste them on to our letterhead and Kathryn is quick to respond if we contact her for advice on a specific situation.
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Want to ask a question or discuss this with me first before buying?

Call us today on 0114 360 0626

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