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Indicator - FL Memo Ltd
Tel: (01233) 653500. Fax: (01233) 647100
customer.services@indicator-flm.co.uk
www.indicator-flm.co.uk
Calgarth House
39-41 Bank Street
Ashford, Kent TN23 1DQ
VAT GB 726 598 394
Registered in England
Company Registration No. 3599719
Your duty to act "fairly and reasonably" doesn't end with the disciplinary hearing. The decision-making process and any sanction imposed must be approached in exactly the same way. But, as with the earlier stages of the proceedings, this could trip you up. Our post-disciplinary hearing checklist ensures you don't miss anything out.
Continuing duty
Having gone through a disciplinary investigation and hearing, you might think that you can relax. If anything the opposite is true - this stage can be equally problematic. So when it comes to considering all the facts and imposing a disciplinary sanction (if needed), you should follow the Acas Code of Practice on Disciplinary and Grievance Procedures closely. Otherwise, the tribunal could conclude that any failure to do so shows unreasonableness on your part.
Once you've made a decision you should:
The employee should also be told of the deadline to make any appeal. You're free to set reasonable timescales here but you won't want to be waiting too long; somewhere around five working days should be sufficient (but do show flexibility if it's needed).
Checking each stage
Our Post-Disciplinary Hearing Checklist covers all the stages which come after the disciplinary hearing. Following it closely ensures that you won't miss anything out. If the employee lodges an appeal, follow the process set out in our Disciplinary Hearing Checklist.
In the event that your disciplinary sanction is challenged in the tribunal, you can produce both these checklists to show that you considered each stage of the process carefully.