Disciplinary & Grievance

An Appeal Meeting letter or what is sometimes described as an appeal invite letter should be used to reply to an appeal made by an employee who disagrees with the outome from a disciplinary hearing or a grievance meeting.

This appeal meeting letter is simple but effective to use.

An appeal outcome letter follows and documents the decison made after an appeal has been heard. The appeal may be following disciplinary action or a grievance that the employee feels was inapprpriate or too harsh or as in a grievance outcome was unsatisfactory.

Following an appeal hearing to a disciplinary or grievance, this Appeal Outcome letter should be used to communicate your decision. A copy should be kept on file for future reference.

A disciplinary hearing letter or sometimes referred to as a disciplinary meeting letter or disciplinary invite letter is an importnat part of the disciplinary procedure and as such holds certian information required to deem a dismissal as fair. Without the correct information in a disciplinary hearing letter or template you could be seen to dismiss unfairly.

This disciplinary hearing invite template covers all the procedural information you require at this stage of the disciplinary process.

When you have suspended an employee their may be a time when you have to call them back for a Disciplinary Hearing. To invite a person whilst on suspension you require a slightly amended template to that of calling them to a disciplinary meeting whilst at work.

This disciplinary invite template for employees that have been suspended covers the procedural matters asociated with the disciplinary process and also acts as a record of the process you have taken to date.

A disciplinary outcome letter or what is sometimes referred to as a disciplinary warning letter is required as part of the disciplinary procedure where the options can range from no action taken to summary dismissal.

The disciplinary outcome / disciplinary warning template can be used to issue a warning and offers the employee their right of appeal.The disciplinary outcome letter informs them of the decision made, and what improvements you expect going forward. A copy of the disciplinary outcome letter should always be kept in the employee's personnel file for future reference.

A dismissal letter following a disciplinary hearing informs the employee that they have been dismissed, the reasons for dismissal and further details following the dimissal.

This dismissal letter template explains the deatils following dismissal for the employee and of their statutory right of appeal.

A Grievance Acknowledgement & Invite letter should be sent to an employee who has raised a grievance that cannot be dealt with informally. This includes having the right to a representative present, a requirement for grievance hearings and meetings.

This letter confirms that you have received their grievance and invites them to a grievance hearing where the matter can be discussed in more detail.

A grievance outcome letter explains the investigation that has taken place, the decision taken about the grievance and the reasoning behind your decision. As with all employee grievances they have the right to appeal against the decision taken.

This  grievance outcome letter template has all the details and areas required when handling an employees grievance and issuing them an outcome at this stage of the process.

An investigatory meeting letter must make certain details very clear to the employee being called to the investigatory meeting. Investigatory meetings are usually held to collate facts and evidence which can be utilised in a later disciplinary hearing.

This investigatory meeting letter template covers the relevant areas required to ensure the employee understands the situation in full.

Where an employee fails to advise you they will not be attending a disciplinary meeting and then fails to attend you may in certain circumstances choose to hold the disciplinary meeting in their absence making a decison based on the facts and evidence you have at that time.

This disciplinary outcome letter is designed for when the employee has not attended the disciplinary hearing and did not give notice.

A summary dismissal letter is issued following an employee being dismissed for gross misconduct. The letter must contain certain details and stipulations.

This Summary Dismissal letter template details to the employee the reasons which have led to this decision, their last day of employment and also explains the process regarding returning of company property etc.

A suspension letter should be sent to all employees following their being suspended from work. It is important to have the details correct and the correct amount of detail in a suspension from work letter.

This Suspension letter confirms the detail of the suspension from work pending an investigation into gross misconduct.