This letter should be sent o any employee who was suspected of misconduct that following investigation no further action will be taken.

This letter of suspension includes a date for an investigation

This letter should be issued to an employee suspected of

This letter outlines that no formal disciplinary process will take

This letter can be sent to an employee noted as

This letter can be used to invite an employee to

This letter can be used to invite an employee suspected

This letter should be issued to an employee who has

This letter should be issued to an employee who has

This letter should be sent to an employee who has

This letter should be sent to the GP of an

This letter should be sent to an employee who has

This letter is responding to an employee’s request to reschedule

This contract clause can be included in employees contracts of employment requiring them to familiarise themselves with the organisations disciplinary procedures.

This contract clause can be included in employees contracts of employment, which gives the employer the right to pay sick pay instead of their normal pay to an employee who is suspended on full pay but has notified the employer of illness.

This contract clause can be included in employees contracts of employment reserving the right to suspend them pending any future disciplinary investigations

This form should be completed to document evidence obtained from a witness during a disciplinary investigation. Template questions are provided, but specific questions in relation to the alleged incident should be prepared prior to the witness interview.

This form provides guidance on the practice of investigations and is designed to help Investigation Officers and anyone else delegated to investigate allegations of misconduct referred to them by the standards of the Organisation. The investigation should be conducted in line with the disciplinary policy and procedure

This guide provides information and guidance on how to carry out a disciplinary procedure in the instance that an employee is believed to have breached the terms of their employment.

Managers can use this script to guide them through the process of conducting an appeal meeting, in the case where an employee has appealed against the outcome of their disciplinary findings.

Managers can use this script to guide them through the process of conducting a disciplinary hearing, having concluded from the investigation meeting(s) that disciplinary action is warranted.

Managers can use this script to guide them through the process of conducting an investigation meeting as part of a disciplinary process.

This letter should be issued to an employee who has not confirmed their intentions to attend a disciplinary hearing, informing them that the meeting will proceed in their absence.

This letter should be sent to the GP of an employee who is subject to a disciplinary investigation. This letter seeks to establish whether the employee would be well enough to attend an investigation meeting.

This letter should be issued to an employee who was absent for their disciplinary hearing (but provided a written submission) informing them that a decision was made in their absence.

This letter should be issued to an employee who has resigned while on paid suspension pending a disciplinary investigation. This letter includes options based on whether or not the resigning employee has raised any grievances in their resignation.

This letter should be issued to an employee who has appealed the outcome of their disciplinary hearing, informing them of the outcome of their appeal.

This letter should be issued to an employee who wishes to appeal the outcome of their disciplinary hearing, inviting them to attend an appeal meeting. This letter should include details of when and where the appeal meeting will take place.

This letter should be issued to an employee who has declared that they wish to appeal the outcome of their disciplinary hearing informing them that they did not submit their appeal before the deadline.

This letter should be issued to an employee who has been subject of a disciplinary investigation informing them of the sanction that is being imposed. This letter should be used if the sanction is anything other than a warning or dismissal.