- Provides the employee with documentation that they have been officially issued with a decision
- Ensures the employee understands their 'Right to Appeal'
- Helps the employee to understand 'What happens next?'
- Documents each breach of the Disciplinary Procedure
- Helps you through each stage of the process just in case matters escalate
- Stops you having to construct disciplinary letters when you are busy
- Ensures you are in control of running the company
- Makes the employee aware that the behaviour is not acceptable
- Protects the company
- Shows your larger clients that you run an efficient company
- Ensures that without an improvement by the employee you are within your rights to take further action (if they weren't dismissed)
- Sends a message that it is not acceptable to breach company procedures
Who would use it?
- Line Managers
- Small Company Owners
- Human Resources Representatives
What is it?
The 'Result of Potential Dismissal Disciplinary Hearing’ is an employee communication from the company.
When would you use it?
You would use the 'Result of Potential Dismissal Disciplinary Hearing’ to inform the employee what the final decision was from the Disciplinary Hearing.
Why would you use it?
You would use the 'Result of Potential Dismissal Disciplinary Hearing’ to ensure that the employee receives a confirmation letter with the details of the decision; this provides them with all the necessary information regarding the outcome of the meeting and what happens next. The documentation helps you manage any potential breach's of the Company Disciplinary Procedure in a recognised format so you can document each step of the process in case of tribunal or appeal.
Many company's don't operate a structured approach to the disciplinary process and hence apply a 'Hire and Fire' type arrangement that opens them up to legal implications due to an unfair application of the process. Contrary to belief, business owners cannot make the rules up as they go along as they also are accountable to outside bodies. By following a recognised procedure and recording each step of the process each company should possess sufficient documentation to support it's actions if they experience intervention by tribunal or otherwise.
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