A summer poem, by Peter Appleby Although spring’s by far my favourite, summer’s gifts are truly great,Warm balmy evenings drinking wine until, suddenly it’s late,Sauvignon blanc or a fruity malbec they all suffer the same fate,As we banter with pals, we josh and laugh, in good natured booze filled debate. Manc messiah’s back home, Lukaku’sContinue reading “What summertime means to me”
Author Archives: Peter - 186hr
How to manage an employee’s appeal against a disciplinary decision
The disciplinary outcome letter will have specified how to appeal against the decision, who to raise the appeal with, and the timescale by which the individual needs to do this after receiving their confirmation letter. As explained in our previous article , unless it is simply not practical the appeal should be heard by aContinue reading “How to manage an employee’s appeal against a disciplinary decision”
How to write a disciplinary hearing outcome letter
In last week’s article we looked at the considerations when making a decision after holding a disciplinary hearing and considering all of the evidence. The next stage, which we discuss today, is confirming the decision in writing to the employee as per the ACAS Code of Practice (see www.acas.org.uk) which, you will recall, tribunals expect employersContinue reading “How to write a disciplinary hearing outcome letter”
How to decide the outcome of a disciplinary Hearing
The outcome is the most impactful part of the disciplinary process for all parties. However, it is only possible for the disciplining manager to arrive at a fair decision if the following steps, as outlined in our previous 4 blog articles, have been carried out fairly and professionally in the preceding days or weeks accordingContinue reading “How to decide the outcome of a disciplinary Hearing”
How to hold a disciplinary hearing, including giving notice of the hearing in writing.
In this article we consider how the disciplining manager should approach the disciplinary hearing, from giving the employee written notice of the hearing through to managing the meeting in a fair and professional way in line with the ACAS Code of Practice. Once the disciplining manager has examined the evidence and concluded that a hearingContinue reading “How to hold a disciplinary hearing, including giving notice of the hearing in writing.”
How to conduct a disciplinary investigation, then decide whether disciplinary action is warranted.
Our article last week gave guidance on suspending an employee during a disciplinary investigation and then deciding who should carry out the investigation. Building on that, our piece this week looks at how to carry out a full, fair and competent investigation into the allegations and then decide, based on the evidence, whether disciplinary actionContinue reading “How to conduct a disciplinary investigation, then decide whether disciplinary action is warranted.”
Consider these points before suspending an employee. Plus, who should investigate a disciplinary issue?
This article focuses on the tricky issue of whether an employee should be suspended whilst a disciplinary matter is investigated. We also look at who should be chosen to investigate the allegations, along with who can then hear the disciplinary itself and make a decision. Suspension It should be remembered that suspension in itself isContinue reading “Consider these points before suspending an employee. Plus, who should investigate a disciplinary issue?”
Why SMEs need a disciplinary policy – including managing conduct and poor performance issues separately
In this week’s article we look at the disciplinary policy, the legal requirement to have one / the consequences of not having one, and how to access the CIPD’s model policy document so you can be sure to comply with the legal requirements in this area. We then cover why it is important to haveContinue reading “Why SMEs need a disciplinary policy – including managing conduct and poor performance issues separately”
Pitfalls to avoid when taking disciplinary action
Following the release of our ‘Practical Guide to Disciplinary Action’ and last week’s article ‘The 10 steps of taking disciplinary action’, this week we look at the main reasons why employers lose disciplinary action related employment tribunals. After reading up on around 40 tribunals I have summarised the outcomes of some of the most relevantContinue reading “Pitfalls to avoid when taking disciplinary action”
The 10 Steps of Taking Disciplinary Action
In this guide we look at the process for taking disciplinary action, from what to do when it becomes clear action is needed, through investigation, disciplinary hearings, the appeal process and also what needs to be confirmed in writing. The purpose of disciplinary action is twofold: To improve the conduct and performance of employees toContinue reading “The 10 Steps of Taking Disciplinary Action”