Managing poor performance or misconduct of an employee is simple if you follow proper procedure. Use either a poor performance or misconduct disciplinary outcome letter to confirm that no further action will be taken or to issue an employee a warning or final warning.
What is a disciplinary outcome letter?
Why do I need a disciplinary outcome letter?
In order to avoid the risk of getting taken to an Employment Tribunal, it's important that all the relevant steps in a disciplinary process are communicated to the employee.
Make sure you do things right when disciplining an employee. Create the correct disciplinary outcome letter using our step-by-step interview.
Which disciplinary outcome letter should I choose?
Use the Disciplinary outcome letter for misconduct when you want to issue a first or final written warning if the matter relates to misconduct, or if you want to confirm that no action will be taken after a hearing.
Use the Disciplinary outcome letter for poor performance when you want to issue a first or final written warning if the matter relates to poor performance, or if you want to confirm that no action will be taken after a hearing.
What do I do after an initial disciplinary hearing?
A disciplinary outcome letter will inform the employee that they have a right to appeal. You should send an invitation to an appeal hearing if they decide to do so. They have a right to bring a companion, and you should inform them of that.
- You can use an Invitation letter to a disciplinary appeal hearing for misconduct
- You can use an Invitation letter to a poor performance appeal hearing
According to the ACAS code, an appeal must be conducted impartially and by a manager who was not involved (and more senior) in the previous hearing, if possible. After a decision has been reached it should be confirmed in writing.
For further information read Disciplinary appeals.
These documents are governed by the laws of England, Wales or Scotland.