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 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.

This guide provides information and guidance on how to deal with complaints of bullying and harassment in the workplace.

Managers can use this script to guide them through the process of a formal dignity at work hearing with the person who has raised a complaint.

This report should be completed by the person who investigated the allegations. This form will outline the allegations, the witness evidence, any other evidence, the findings of the investigation and the recommendations.

This form should be provided to an employee who has raised a complaint relating to bullying/harassment, but subsequently wishes to withdraw the complaint.

This form should be used to record a witness statement relating to a bullying/harassment workplace investigation. The witness must read, sign and date the statement to reflect their agreement to give evidence.

This form can be used by any of the organisation’s employees to submit a complaint about the behaviour of a colleague, his/her manager or a third party, or any other workplace issue.

This letter acknowledges a complaint raised by an employee and informs them that the will be invited to a meeting in due course.

This letter should be sent to any employee named as a witness in a Dignity at Work complaint. This letter invites the employee to a meeting to discuss any evidence they may have.

This letter should be sent to an employee who has had allegations made against them. The purpose of the meeting is to provide an opportunity for the alleged perpetrator to respond to the allegations.

This letter is offering a second opportunity to an employee who has raised allegations under the Dignity at Work Procedure to attend a hearing.

This letter should be sent to an employee who has raised allegations of bullying or harassment. This letter outlines the employee’s rights during the process.

The purpose of this policy is to clearly outline the procedure that the organisation will follow for handling allegations of harassment on the grounds of mental health in the workplace, and ultimately to prevent any such activity from happening in the workplace

The purpose of this policy is to clearly outline the procedure that the organisation will follow for handling allegations of bullying, harassment and sexual harassment in the workplace, and ultimately to prevent any such activity from happening in the workplace

This clause can be included in a contract of employment. This clause outlines when the employer could make deductions from an employee’s pay.

This form should be completed by an employee who has received an overpayment. This form outlines how the employee will repay the over payment to the employer.

This letter should be sent to any employee who has left the organisation and received an overpayment. This letter will inform the employee that a deduction will be made from their final salary.

This letter should be sent to any employee who has received an overpayment in their wages. This letter will outline the arrangements for the repayment of the over payment.

This letter should be sent to any employee who has requested a loan from the employer. The employer should obtain the employee’s agreement on the terms of the repayment.

This letter should be sent to an employee to seek their agreement on the method of how an overpayment will be reimbursed to the employer.

This policy outlines when the employer may seek repayment from an employee in the form of a deduction from wages

This letter can be sent to external contacts to inform them of the death of an employee

This letter can be sent to the family of an employee who has died offering condolences and support.