Criteria
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Action Needed
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Documents required
|
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From October 2004 a
standard disciplinary &
dismissal process must be followed
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Ensure all managers are aware
of the statutory procedure |
Disciplinary Procedure
Guidance |
The Process -
Improvement Note for
Unsatisfactory Performance
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Arrange a formal meeting outlining the following:-
-The Performance problem
-The improvement that is required
-The timescale invovled for achieving this improvement
-A review Date
-The support on offer from the employer
It must also be explined to the employee that
the next stage will be a formal warning
|
Example Improvement Note |
The Process -
Formal Verbal Warning |
Arrange a formal disciplinary meeting
and invite the employee (in writing) to
the meeting, outlining the allegations and
that they can be accompnaied by a
work colleague or a trade union
representative
|
Letter inviting Employee
to a disciplinary meeting
Formal Verbal Warning
Letter |
The Process -
Written Warning |
Arrange a formal disciplinary meeting
and invite the employee (in writing) to
the meeting, outlining the allegations and
that they can be accompnaied by a
work colleague or a trade union
representative
|
Letter inviting Employee
to a disciplinary meeting
Written Warning Letter |
|
The Process -
Final Written Warning
|
Arrange a formal disciplinary meeting
and invite the employee (in writing) to
the meeting, outlining the allegations and
that they can be accompnaied by a
work colleague or a trade union
representative
|
Letter inviting Employee
to a disciplinary meeting
Final Written Warning Letter |
|
Dismissal
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Arrange a formal disciplinary meeting
and invite the employee (in writing) to
the meeting, outlining the allegations and
that they can be accompnaied by a
work colleague or a trade union
representative.
The letter must outline the reasons why
and the opportunity to appeal.
|
Letter inviting Employee
to a disciplinary meeting
Dismissal Letters |
|
Appeal
|
Arrange a formal disciplinary Appeal
meeting and invite the employee
(in writing) to the meeting, outlining the
allegations and that they can
be accompnaied by a work colleague
or a trade union representative.
|
Letter inviting Employee
to a disciplinary Appeal meeting
Letter outlining
Appeal Decision |
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Important Notes
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- You can hold "investigation meetings"
before disciplinary meetings to gather information
- Always obtain advice prior to dismissing an employe
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Contact us now on
0845-056-8591
for guidance through this
process
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