Discipline

New and updated

• Type:

  Policies and documents

  Disciplinary investigation form

  Updated to highlight the impact of the General Data Protection Regulation, in force from 25 May 2018, on this document.

• Type:

  Policies and documents

  Letter to a doctor seeking advice on whether or not an employee is well enough to attend a disciplinary hearing

  Updated to highlight the impact of the General Data Protection Regulation, in force from 25 May 2018, on this document.

• Type:

  Policies and documents

  Letter inviting witness to disciplinary hearing

  Updated to take account of the General Data Protection Regulation, in force from 25 May 2018.

• Type:

  Policies and documents

  Letter to an external witness requesting a witness statement

  Updated to highlight the impact of the General Data Protection Regulation, in force from 25 May 2018, on this document.

• Type:

  Policies and documents

  Letter inviting witness to investigatory meeting

  Updated to take account of the General Data Protection Regulation, in force from 25 May 2018.

• Type:

  Policies and documents

  Letter informing an employee suspected of misconduct that an investigation will be taking place

  Updated to take account of the General Data Protection Regulation, in force from 25 May 2018.

• Type:

  Policies and documents

  Letter inviting employee suspected of misconduct to investigatory meeting

  Updated to take account of the General Data Protection Regulation, in force from 25 May 2018.

• Date:

  21 December 2017

  Type:

  Survey analysis

  Discipline and grievances at work: 2017 XpertHR survey

  XpertHR's survey of 324 employers explores the level of discipline and grievance activity among employees, and employer practice in this area.

• Date:

  20 April 2017

  Type:

  Law reports

  Right to be accompanied: £2 award after employer turns down employee's chosen companion

  An employment tribunal has held that the employer breached the claimant's right to be accompanied when it refused to allow his chosen companions, trade union representatives, to accompany him at a disciplinary appeal hearing. However, it awarded compensation of £2 only, on the basis that the employer had understandable reasons for the refusal.

• Date:

  20 April 2017

  Type:

  Law reports

  Unfair dismissal: decision-maker decides how conduct is ultimately categorised

  The Court of Appeal has held that the employer was not required to match each category of gross misconduct to each allegation and that how the conduct was eventually categorised was a matter for the decision-maker after all the evidence had been adduced.