Discipline grievance procedure
Guide to holding disciplinary hearing
This meeting should be held without delay, but employers should give employees enough time for them to prepare. The employer would have had an investigation to gather all the evidence against the employee. At the hearing the employer will present the evidence and the employee can answer the allegations against them, they will have the opportunity to present any evidence they have, call any witnesses that is relevant to their case. Witnesses should be given prior notice that they will be needed.
Guide to holding a grievance hearing
A grievance hearing is one that deals with an issue brought up by the employee. The employer should organise for a formal meeting to be undertaken within a reasonable time. Employees, employers and their support should make the effort to attend the meeting date that has been picked, employees should be given plenty of opportunity to explain their grievance and how it can be resolved. After the hearing the employer should give the employee a rough guide as to how long it can take for them to get a response to their grievance.
Who can accompany an employee to a hearing?
All employees are entitled to be accompanied to most of the hearings i.e. disciplinary and a grievance they can be accompanied by either a work colleague or a trade union representative the employee must inform their employer of who they are bringing with them. If you are having a work colleague accompany you to a hearing they are entitled to have paid time off.
Guide to the appeal hearing
After your hearing either disciplinary or grievance you will have an outcome, if you are not happy with the outcome you can appeal against the decision. There a various reasons you might appeal a decision this could include:
1. New evidence
2. Inconsistency on the penalty given out
3. Overly harsh
4. If you are dissatisfied with the process of how the grievance was handled and if it was resolved
Appeals should always be held as soon as possible without any delays, they should be impartial and where possible should not be held by the manager that held the disciplinary hearing. Appeals should always be put in writing.
It is your right to be accompanied to an appeal hearing either with a work colleague or a trade union representative, the employee should inform the company that they are being accompanied.