1. REFER to disciplinary policy

  • Your written policy should provide key information about the process to be followed. This will assist both the organisation and the employee throughout all stages of the disciplinary procedure.
  • Disciplinary policies should be kept under regular review.

2. INVESTIGATE allegations

  • Consider the wording of the allegations under investigation which will be presented to the employee.
  • Your investigation should be an evidence gathering exercise relevant evidence might include witness statements, CCTV footage, phone records or other documents related to the disciplinary allegations.

3. INVITE employee to disciplinary meeting

  • Your invitation letter must include the necessary information required under statute - failure to comply with the statutory guidance will result in an `automatically' unfair dismissal.
  • Ensure that the invitation letter provides the employee with sufficient notice of the meeting, together with any relevant information or documentation that will be discussed at the disciplinary meeting.

4. CONDUCT disciplinary meeting

  • An independent disciplinary officer should conduct the disciplinary meeting.
  • Impartiality is key the disciplinary officer should not have been involved with the allegations in question or earlier investigations into the allegations in question.

5. ISSUE disciplinary outcome

  • Upon conclusion of the disciplinary meeting, the disciplinary officer should carefully consider all relevant evidence, and the employee's response to the allegations, before reaching an outcome.
  • The outcome letter should address culpability, sanction (where relevant) and should also inform the employee of their right to appeal the outcome.

6. AFFORD employee the right of appeal

  • If the employee exercise their right of appeal, an independent appeal officer appointed. Ideally, the appeal officer should be of equal or greater seniority to the disciplinary officer.
  • An appeal meeting should be held and on conclusion of that meeting, the appeal outcome should be communicated to the employee in writing.