Dealing with Workplace Issues
If you or someone you care about is facing disciplinary action, here are the stages your employer should follow.
Step 1: Formal disciplinary action
This can be raised without informal warning. You or your colleague is given a chance to explain and have a chance to appeal.
- A letter setting out the issue.
- A meeting to discuss the issue.
- A disciplinary decision.
- A chance to appeal this decision.
Step 2: Your employer shouldn’t take any disciplinary action before meeting with you first and discussing the problem.
At the hearing your employer should:
- Explain the complaint against you
- Go through the evidence
- Give you a chance to tell your side of the story
You have the right to take someone with you to a disciplinary hearing, but you must tell your employer about this first.
Step 3: Disciplinary action
After the hearing your employer should write to you as soon as possible, saying what action they’re going to take, and telling you about your right to appeal.
The decision might be:
- No action
- Written warning
- Final warning
Step 4. Disciplinary appeals
If you think disciplinary action taken against you is unfair you can appeal.
Write to your employer saying you’re appealing and why.
Step 5 – Suspension
When a disciplinary issue is being looked into you might be suspended from work. This doesn’t happen very often. If it does it should normally be with pay and you should be told why you’re being suspended.
More information can be found out here regarding redundancy and your rights.