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					                    	<a href="/documents_for_business/workplace_and_environment/employment_law/termination/models/f-7411">Termination</a> &raquo;
                        
                        
                        
                        
            <span>Notice of SOSR or statutory bar appeal meeting</span>
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            <div class="dfb_head gen_head">&nbsp;<div class="dfb_head_title"><h2 class="dfb_color">Documents for Business</h2>In excess of 1,000 customisable documents covering every conceivable business issue.</div></div>            	<div class="grid_8 alpha"><div class="doc_box shadow borderSolid"><h2 class="doc_header borderBottom dfb_color dfb_border">Introduction to this document</h2><div><h1 class="Introtitle" style="margin-right:26.05pt"><span style="font-family:Arial">No</span><span style="font-family:Arial">tice of SOSR or statutory bar appeal meeting</span></h1><p class="Introintroduction" style="margin-right:18.95pt"><span>A</span><span>n employee has no statutory right to appeal against an SOSR or statutory bar dismissal. However, you should still give them an opportunity to appeal as part of an overall fair procedure. Use our letter when an employee appeals against an SOSR or statutory bar dismissal decision, to inform them o</span><span>f</span><span> the date and time of the appeal meeting.</span></p><p class="Introsubtitle1" style="margin-right:26.05pt"><span>On appeal</span></p><p class="Introbody" style="margin-right:18.95pt"><span>To </span><span>comply with general principles of fairness, you</span><span> should</span><span> allow </span><span>an</span><span> employee the chance to appeal</span><span> </span><span>against any decision reached to dismiss</span><span> them either</span><span> on</span><span> some other substantial reason</span><span> </span><span>(</span><span>SOSR</span><span>)</span><span> or statutory bar</span><span> grounds. This means, if the employee does appeal,</span><span> </span><span>someone other than the original decision-maker should consider the facts, and any new evidence,</span><span> at an appeal meeting</span><span> to see if they agree with the dismissal decision reached. The appeal chair should also preferably be more senior than the original decision-maker. In small organisations where it’s just not possible to have a different manager hear the appeal, the person dealing with the appeal should act as impartially as possible.</span><span> Use our </span><span style="font-weight:bold">Notice of SOSR or Statutory Bar Appeal Meeting </span><span>to invite the employee to an appeal meeting</span><span> and to set up the date and time of that meeting</span><span>.</span><span> After the appeal meeting, the chair should notify the employee in writing of the final decision.</span></p></div></div></div><div class="grid_4 omega"><div class="doc_box roundBig borderSolid metadata"><h3 class="doc_header borderBottom dfb_color dfb_border">Document</h3><div class="borderSolid shadow floatLeft"><img src="https://d3sxy2z0ijo7zx.cloudfront.net/alf/uk/thumbs/000/373000.png" alt="notice of SOSR or statutory bar appeal meeting" /></div><div class="clear"></div><div class="centerText"><a href="/login/documents_for_business/workplace_and_environment/employment_law/termination/notice_of_sosr_or_statutory_bar_appeal_meeting/models/doc-kt_7411_373000_372646" class="roundBig doc_download">Download now</a><a href="#" class="small dfb_color" id="altdownload">Problems downloading ZIP files?</a></div><span class="docdate floatLeft">07.12.2018</span><div class="clear"></div><div><strong>File size:</strong> 45.50K</div><div class="floatLeft"><strong># Pages:</strong> </div><div class="floatRight"><strong>Format:</strong> <img src="/images/documents/ico/doc.gif" alt="Word document" title="Word document"/></div><div class="clear"></div></div><div id="reldocs" class="doc_box roundBig borderSolid doc_rel"><h3 class="doc_header borderBottom dfb_color dfb_border">Related documents</h3><ul class="ul_doc_rel"><li><a href="/documents_for_business/workplace_and_environment/employment_law/termination/notification_of_appeal_meeting/models/doc-kt_7411_25164_2195">Notification of appeal meeting</a></li><li><a href="/documents_for_business/workplace_and_environment/employment_law/termination/notification_of_potential_dismissal_meeting/models/doc-kt_7411_25166_2207">Notification of potential dismissal meeting</a></li><li><a href="/documents_for_business/workplace_and_environment/employment_law/termination/notice_of_potential_dismissal__ftc_expiry_/models/doc-kt_7411_25175_14999">Notice of potential dismissal (FTC expiry)</a></li><li><a href="/documents_for_business/workplace_and_environment/employment_law/termination/notice_of_potential_dismissal_at_end_of_apprenticeship/models/doc-kt_7411_471650_471296">Notice of potential dismissal at end of apprenticeship</a></li><li><a href="/documents_for_business/workplace_and_environment/employment_law/termination/fixed_term_contract_expiry_dismissal_letter/models/doc-kt_7411_25174_15003">Fixed-term contract expiry dismissal letter</a></li><li><a href="/documents_for_business/workplace_and_environment/employment_law/termination/models/f-7411">More...</a></li></ul></div><div id="reldocs" class="doc_box roundBig borderSolid doc_rel"><h3 class="doc_header borderBottom dfb_color dfb_border">Recommended documents</h3><ul class="ul_doc_rel"><li><a href="/documents_for_business/workplace_and_environment/staff_handbooks/non_contractual_policies_and_procedures/domestic_emergencies_policy/models/doc-kt_7414_25266_14569">Domestic emergencies policy</a></li><li><a href="/documents_for_business/workplace_and_environment/safe_systems_of_work/safety_procedures/work_equipment___safe_system_of_work___use_of_a_petrol_driven_strimmer/models/doc-kt_7461_26035_16490">Work equipment - 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