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.

This letter should be issued to an employee who has been subject of a disciplinary investigation informing them that they are receiving a final written warning

This letter should be issued to an employee who has been subject of a disciplinary investigation informing them that they are receiving a written warning

This letter should be issued to an employee who has been subject of a disciplinary investigation informing them that they are receiving a verbal warning

This letter should be issued to an employee who has been subject of a disciplinary investigation informing them that they are being dismissed due to gross misconduct.

This letter should be issued to an employee who has been subject of a disciplinary investigation informing them that they are being dismissed due to misconduct.

This letter is inviting an alleged perpetrator to a disciplinary hearing following an investigation. The alleged perpetrator should receive all evidence such as minutes and witness statements with this letter. This letter also outlines the employee’s right to be accompanied at a disciplinary hearing. An employee should get at least 48 hours notice of a disciplinary hearing.

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

This letter should be sent to an employee suspected of misconduct to inform them that a workplace investigation will take place.

This procedure outlines the disciplinary process that should be followed. The procedure includes the sanctions that can be applied. The process also covers the right to be accompanied, the conduct of disciplinary cases , the right to appeal a decision. and examples of what constitutes gross, major and minor misconduct.