disciplinary Search Results

11 results. Click on a title for more information and a preview.

Disciplinary appeal hearing invitation letter

Used to inform an employee of the date and time of an appeal meeting.

Managing People > Disciplinary

Disciplinary appeal hearing result confirmation letter

Used to inform an employee of the outcome of an appeal hearing, whether that be dismissal, disciplinary action, no further action etc.

Managing People > Disciplinary

Disciplinary hearing invitation letter

Used to inform an employee that the employer is considering taking disciplinary action against them, and to ask them to attend a meeting to discuss the matter..

Managing People > Disciplinary

Disciplinary hearing result confirmation letter

Managing People > Disciplinary

Dismissal confirmation - following previous warnings

Used to confirm the decision taken at a disciplinary hearing to dismiss an employee, specifically after the employee has been previously warned.

Managing People > Disciplinary

Dismissal confirmation - gross misconduct

Used to confirm the decision taken at a disciplinary hearing to dismiss an employee, specifically after the employee has not been previously warned. This would typically be used during a gross misconduct situation.

Managing People > Disciplinary

Letter of concern

You would normally issue this letter to record a concern that you have over something that the employee has done for the first time, that if happens again may warrant disciplinary action.

An informal verbal warning is often all you need to improve an employee’s conduct or performance.

Managing People > Disciplinary

Suspension confirmation letter

This letter is used to confirm an employees suspension while a disciplinary investigation takes place.

Managing People > Disciplinary

Verbal warning confirmation - excessive absenteeism

Used to inform an employee of the first stage of the disciplinary process due to them being absent on a high number of occasions.

Managing People > Disciplinary

Absence control guide

This guide covers both managing long and short-term sickness and tries to uncover the real reasons why people are absent from work. It will help you develop an action plan based upon:

  • having the difficult conversation with an employee when they return to work
  • looking after the health and wellbeing of your employees developing an overall approach to absence by linking attendance to job design, good employment relations, health and safety, flexible working and effective disciplinary procedures.
Managing People > Absence and Leave

Settlement Agreement proposal letter

This is a standard letter which can be used where there has been previous or there is ongoing disciplinary or performance management actions and the Company would like to enter discussions with the employee about ending their employment relationship.

This introduces a Settlement Agreement (previously known as a Compromise Agreement).

Contract Termination > Other termination