Misconduct investigation and disciplinary hearing—flowchart


Published by a UUÂãÁÄÖ±²¥ Employment expert
Checklists

Misconduct investigation and disciplinary hearing—flowchart


Published by a UUÂãÁÄÖ±²¥ Employment expert

Checklists
imgtext

This Flowchart sets out the stages of a disciplinary procedure to deal with an issue of employee misconduct, from investigating the allegation(s), to conducting a disciplinary hearing and deciding on appropriate disciplinary action, and managing an appeal process.

Click below to view or print the full-size PDF version:

Note 1—dealing with an allegation of misconduct

When considering whether the issue is one involving potential misconduct, it may be necessary also to review the employee’s contract, the employer’s staff handbook and any other policies or procedures that may be relevant in addition to the disciplinary/dismissal procedure, eg equality/equal opportunities policy or expenses policy.

It is also worth remembering that a situation that might, at first glance, appear to be a case of misconduct, could turn out to be a performance or capability problem. See Practice Note: Managing conduct—Dealing with conduct issues.

Where a conduct issue arises, the first stage in managing that issue is to investigate the problem, promptly and without unreasonable delay, to establish the facts of the case.

Note 2—using mediation

In suitable circumstances, mediation

Powered by Lexis+®
Jurisdiction(s):
United Kingdom

Popular documents

Where an executive director’s employment has been suspended due to gross misconduct, do they still have

Where an executive director’s employment has been suspended due to gross misconduct, do they still have the authority to obtain information from the company when they are not required to carry out their duties? Can they also be prevented from attending future board meetings or accessing board

Letter—from employer introducing hybrid working policy

Letter—from employer introducing hybrid working policy[To be typed on headed notepaper of employer or the text sent as an email][Date]Dear [insert name of employee],Introducing [insert name of employer]’s new hybrid working policyHaving experienced the advantages (and disadvantages) of homeworking

Letter—from employer to employee regarding hybrid working arrangements

Letter—from employer to employee regarding hybrid working arrangements[To be typed on headed notepaper of employer][Date]Dear [insert name of employee],Re: Your hybrid working arrangements with [insert name of employer] (the Company)Further to our various recent discussions, I am pleased to confirm

Letter—long-term sickness absence (6): to employee confirming dismissal on notice (following final

Letter—long-term sickness absence (6): to employee confirming dismissal on notice (following final written warning)[To be typed on headed notepaper of employer][Date]Dear [insert name of employee],Re: [insert name of employer] (the Company)Following our most recent meeting with you on [insert