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This letter should be issued to an employee who has been subject of a disciplinary investigation, but did not attend their hearing, informing them of the outcome of the disciplinary process. Download

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. Download

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. Download

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. Download

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. Download

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. Download

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

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

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

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 occasion with formal disciplinary action. Download

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

This letter of suspension includes a date for an investigation meeting. This letter should be issued to an employee suspected of a misconduct of a such a serious nature (suspected gross misconduct cases) that it warrants suspension pending an investigation. The decision to suspend should be timely but should not be taken lightly. Suspension is paid. Suspension can also occur if the person leading the investigation feels the alleged perpetrator may influence/intimidate witnesses or any claimant. Download

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.

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 appealed the outcome of their disciplinary hearing, informing them of the outcome of their appeal.

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 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 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 has not confirmed their intentions to attend a disciplinary hearing, informing them that the meeting will proceed in their absence.

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

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.

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

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 requiring them to familiarise themselves with the organisations disciplinary procedures.

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.

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

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

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 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 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 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 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 final written warning

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 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.