For more details on holding disciplinary hearings, you can use Discipline and grievances at work: e Acas guide (PDF, 841KB, 79 pages). At e end of e hearing It’s a good idea for e employer to take some time after e hearing to consider e case carefully before making a ision. e outcome is fair. ey should: hear your appeal. carry out ano er investigation, if necessary. see if a different outcome is appropriate. provide e final outcome in writing as soon as possible. e right of appeal and e law. e Acas Code says at employees should be given e right to appeal a disciplinary or grievance outcome. Letter-to-an-employee-giving-notice-of-a-disciplinary-meeting-dismissal.docx 15KB A letter giving notice of a disciplinary meeting where dismissal or o er serious action is . As e potential outcomes of a disciplinary meeting can be very serious, it is important at you prepare for your disciplinary meeting and, in particular, you prepare a disciplinary statement. If you employer does not have a specific disciplinary policy, en e ACAS Code of Conduct on Disciplinary and Grievance should be used. What disciplinary sanctions am I likely to receive? After e meeting, your employer will need to consider all of e evidence and will ide whe er fur er investigations are necessary. If is is e case, e ision will be postponed. You should be provided wi e disciplinary outcome, in writing, wi out unreasonable delay. Investigations for discipline and grievance: step by step e steps an employer should take to investigate a disciplinary or grievance issue. Appealing a disciplinary or grievance outcome. 11, · e Acas Code of Practice on disciplinary and grievance procedures is e minimum an employer should follow for handling ese issues in e workplace. Suspension as part of a disciplinary procedure. Suspension should never be an automatic approach for an employer when dealing wi a potential disciplinary matter. Most disciplinary procedures will not require suspension. An employee will usually be able to continue doing eir normal role while e . 06, · Acas states ere would be no reason for an employer to record a disciplinary hearing held via a video meeting, but it should comply wi data protection law if it wishes to do so. Employee relations opportunities on Personnel Today Browse more Employee Relations jobs. clean disciplinary record and ided to mitigate e sanction back to a Final Written ning. is Final Written ning will remain on your record for a period of 12 mon s effective from 11 ember . We would confirm at should you be deemed guilty of any o er misconduct wi in at time you be liable for fur er disciplinary action. e Acas Code of Practice on Disciplinary and Grievance Procedures is an essential read for any business owner, manager or HR professional dealing wi disciplinary hearings. e Code gives crucial guidance on carrying out a fair procedure for misconduct and poor performance. 15, · Under ACAS guidelines, before an employer can dismiss or sanction an employee for a disciplinary issue, e employer should first hold a disciplinary hearing wi e employee. e meeting must be managed correctly to avoid allegations at e employer failed to handle e disciplinary process fairly or lawfully. e reason for having a disciplinary meeting is to discuss e evidence which has been discovered during e investigation and give e manager an opportunity to discuss and hear fur er evidence before making a ision regarding e matter. read e ACAS code of is appeal right must be highlighted in e disciplinary outcome letter. 23, · e Acas code of practice on disciplinary and grievance procedures, which e tribunals take into account in iding whe er or not a dismissal is fair, state e employer only has to agree to one postponement, if e rescheduled hearing can take place wi in five working days of e original date. Discipline and grievances at work 2 About Acas – What we do Acas provides information, advice, training, conciliation and o er services for employers and employees to help prevent or resolve workplace problems. Go to www.acas.org.uk for more details. y Information in is guide has been revised up to e date of publication. For. You have e right to appeal against any disciplinary action your employer takes against you following a disciplinary meeting. You can do is if you feel at e action is wrong or unfair. is page tells you more about how to appeal against a ision to take disciplinary action against you. e ACAS Code of Practice on Disciplinary and Grievance Procedures doesn’t specify what information should be included in formal records of meetings, however, here are some top tips to getting it right: Record e date and time of e hearing Make a note of names and job titles of ose present Don’t take verbatim notes ere are no need. 20, · e basis of a formal disciplinary policy is e ACAS Code of Practice, which sets out e expectations for a fair process. e basic requirements are: giving notice of e meeting. providing evidence in advance. putting clear allegations in e invitation letter. making sure e employee is ae at ey have a right to be accompanied in e disciplinary meeting. Apr 15, · Our Guide to e ACAS Code of Practice – Part 2 Disciplinary – tells you What you need to know Often e first time you might become ae of your employer’s Disciplinary Policy is when you are invited to a disciplinary meeting, or worse still if you’re suddenly faced wi being sacked! 2. 21, · e ACAS Code of Practice should be used by employers when dealing disciplinary and grievance procedures as failure to follow is can affect e level of compensation aded if e matter reaches an Employment Tribunal. Wi e UK currently in lock down and many employees working from home or on furlough, many employers are concerned how to handle such procedures. e law does not say exactly how you should investigate disciplinary issues or hold disciplinary meetings. However, e Acas guide to discipline and grievances at work has lots of practical advice. Yet, when it comes to e disciplinary or grievance meeting itself, many managers and business owners fail to ask e obvious question at ey should always ask at e end of such a meeting. ACAS has produced a Code of Practice designed to ensure at a fair procedure is followed when dealing wi grievances and disciplinary matters Following e outcome of a disciplinary meeting, your employer should provide you a written sum y of eir ision and any accompanying sanctions: is should include: what you did wrong and e consequences of a recurrence of is issue. e Acas Code says at employees should be given e right to appeal a disciplinary or grievance outcome. If an employer does not give e opportunity to appeal, is could be counted against em if e case goes to employment tribunal. is process features on . In general, procedural rules for appeal hearings are e same as for e original disciplinary ision. However, if e appeal is a review en e attendees will discuss and consider e procedural correctness of e original ision and whe er e ision was fair. For a re-hearing, e chairman will make a new ision by repeating e process of e first hearing. outcome and supports maintaining good working relationships between colleagues. ACAS Code of Practice on Disciplinary and Grievance Procedure. In ch ACAS updated. Code of Practice on Disciplinary and Grievance Procedure. s which sets out e minimum standards at employers are expected to comply wi. It provides good. 17, · As wi e grievance meeting, you have e right to be accompanied to your appeal meeting too. And, as was e case wi your original grievance, e outcome of your appeal should be confirmed in writing to you, as soon as possible. What if I want to raise a grievance when I am already in e disciplinary process? is disciplinary meeting (normally called a ‘hearing’) should be at a reasonable time and place. At e hearing your employer should: explain e complaint against you. 02, · e fact at a meeting is recorded in secret does not mean it cannot be used as evidence. e exception here is at e covert recording of private deliberations (for example, discussions about what e outcome to a disciplinary hearing should be) not be admissible due to public policy reasons. 24, · e ACAS Code of Practice on Disciplinary and Grievance Procedures doesn’t specify what information should be included in formal records of meetings. ese are my Top Tips to getting it right. Choosing a Note Taker. e person you choose must be independent i.e. not connected in any way to e issues at e heart of e disciplinary proceedings. - for example, to carry out a fair disciplinary procedure, an employer must conduct a reasonable investigation. e word ‘should’ indicates what Acas considers to be good employment practice. e Information in is guide has been revised up to e date of publishing. For more information, go to e Acas website at www.acas.org.uk. Set up a meeting to discuss e issue, giving at least ree days’ notice. Remind em you disciplinary procedure so ey can respond properly. Investigate oroughly. Disciplinary action is like a criminal case — it should have a fair and just outcome. To achieve is, and to meet Acas guidelines, you must investigate e issue fully. e ACAS Code of Practice on Disciplinary and Grievance Procedure lays down e key principles for handling ese situations in e workplace.. Try and resolve e issue informally. e rules should be in writing and be specific, clear and accessible. Any issues . investigatory meeting is not e same as e disciplinary hearing and, any admission of guilt by an employee during e exploration stages of e process does not remove e need for a final disciplinary meeting. e purpose of e investigation meeting is to establish whe er ere is a case for e employee to answer (i.e. whe er relevant. Acas has published new guidance on how employers should conduct disciplinary and grievance procedures during e COVID-19 pandemic. e guidance emphasises at all previous guidance, such as e Acas Code of Practice will continue to apply, and at e new guidance hopes to assist in instances where employees have been furloughed, where workplaces are inaccessible, or where . Disciplinary outcome letter. You should receive an Outcome Letter containing e Hearing Manager’s ision wi in a reasonable period of time following e Disciplinary Meeting. is should normally be wi in 14 days. e Outcome Letter should set out e allegations you faced. Sum ise your response. Grievances during a disciplinary procedure. Employees can submit grievances during a disciplinary procedure. e grievance is usually regarding e disciplinary procedure. Similarly, Employment Tribunals do consider whe er e employer unreasonably delayed meetings or communicating e outcome of ose meetings in writing. Employment. You have received a letter from your employer asking you to go to a disciplinary meeting. is page outlines what a disciplinary meeting is, why your employer has asked you to go to one, how to prepare for it, what will happen at e meeting and what e possible outcomes are. e letter asking.