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 should be issued to an employee who has been subject of a disciplinary hearing informing them that no disciplinary action is being taken against them.

This letter should be sent to an employee who has been deemed unfit for work before they were due to attend a disciplinary hearing. The letter seeks permission to obtain a medical report from the employees GP, and asks the employee to contact the employer when they are ready to return.

This letter should be sent to the GP of an employee who has been invited to attend a disciplinary hearing, but has submitted evidence of incapacity. This letter asks the GP for their opinion on whether the employee is well enough to attend a disciplinary hearing.

This letter should be sent to an employee who has failed to attend a disciplinary hearing. This letter provides options depending on the reasons for the employee’s failure to attend.

This letter is responding to an employee’s request to reschedule a disciplinary hearing. This letter has 2 options either granting or declining the request.

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 disciplianary hearing. An employee should get at least 48 hours notice of a disciplinary hearing.

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 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.

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 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.

This letter can be sent to the workforce following the death of an employee. This letter informs employees on the funeral arrangements and offers support to the employees.

This letter can be sent to an employee’s GP when the employer has obtained consent from the employee to contact the GP directly to obtain a medical opinion on the employee.

This letter can be sent to an employee when an employer wishes to obtain their consent to access a medical report on the employee. This letter should be sent to accompany the Consent form to obtain a medical report.

This letter responds to an individuals request for erasure of their data refusing the request. The letter outlines the reasons for refusal such as the request is excessive or manifestly unfounded.