This letter should be sent to 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 meeting. This letter should be isued to an employee suspected of a misconduct of a such a serious nature (suspected gross misconduct cases) that it warrents suspension pending an investigation. The decsion to suspend should be timely but should not be taken lighlty. Suspension is paid. Suspension can also occur if the person leading the investigation feels the alleged perpetrator may influence/intimadate witnesses or any claimant.

This letter should be isued to an employee suspected of a misconduct of a such a serious nature (suspected gross misconduct cases) that it warrents suspension pending an investigation. The decision to suspend should be timely but should not be taken lighlty. Suspension is paid. Suspension can also occur if the person leading the investigation feels the alleged perpetrator may influence/intimadate witnesses or any claimant.

This letter outlines that no formal disciplinary process will take place following investigation however, the manager will issue the employee with a note of concern. This is not a formal sanction but is a note to the employee that the manager believes there was wrongdoing or misconduct but has decided not to proceed on this occassion with formal disciplinary action.

This letter can be sent to an employee noted as a witness in a workplace disciplinary investigation.

This letter can be used to invite an employee to a second investigation meeting to discuss the allegations further if necessary.

This letter can be used to invite an employee suspected of misconduct to an investigation meeting

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 compaints 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 of outcome outlines that there was insuffiecient evidence to uphold the employee’s allegations. The letter outlines the reasons for this outcome and the evidence that was obtained.

This letter should be sent to the employee who has raised a claim of bullying and harassment after the claim has been fully investigated. This letter will outline if the claim has been upheld or not upheld and the reasons why. The letter also outlines the next steps.

This letter should be sent to an employee who has raised a claim and then subsequently retracted the claim.

This letter should be sent to an alleged perpetrator if the allegations against them are sufficiently serious to warrant suspension. This letter outlines the terms of the employee’s suspension.

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 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 can be sent to an employee whereby there is an agreement made that the employer will make a deduction from the employee’s wages.

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