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At One Recruitment, we follow ACAS guidelines for our Discipline and Grievance procedures to follow best practice which is as follows:

Discipline and grievance hearing

Key points

  • Workers have the right to be accompanied at both discipline and grievance meetings.
  • Workers have the right to appeal against the outcome of meetings.
  • Meetings will be held without unreasonable delay.
  • Issues will be dealt with fairly and consistently.

We will always try to resolve any issue informally on the first occasion by discussing the issue with you first. This is known as a verbal warning.

The second stage would be a written warning should there be a repeat of offence or similar.

The third stage would be a final written warning

Forth stage would be dismissal.

Holding a disciplinary meeting

The meeting will be held without unreasonable delay whilst allowing you reasonable time to prepare for the meeting.  At the meeting we will explain the complaint and go through the evidence that has been gathered. You will be allowed to answer any allegations that have been made, and will be given reasonable opportunity to ask questions, present evidence and call any relevant witnesses. Where witnesses have been called they should give advance notice that they intend to do this.

Holding a grievance meeting

A grievance meeting deals with any grievance raised. We will arrange for a formal meeting to be held without unreasonable delay after a grievance is received. You will be allowed to explain the grievance and how you think it should be resolved. Consideration will be given to adjourning the meeting for any investigation that may be necessary. You will be informed when to reasonably expect to receive a response if one cannot be made at the time.

Allowing the employee to be accompanied

You are entitled to be accompanied at most disciplinary and grievance hearings by a fellow worker or a trade union official of choice, provided a reasonable request is made to be accompanied.

Appeal meetings

If you feel that disciplinary action taken is wrong or unjust, an appeal may be made against the decision. Appeals may be made on various grounds, including new evidence, undue severity or inconsistency of the penalty.

Appeals will be heard without unreasonable delay and ideally at an agreed time and place. Appeals should be put writing. The appeal will be dealt with impartially and to the company Managing Director, Paul Gregory.

You will have a statutory right to be accompanied at an appeals hearing. The companion may be a fellow worker or a trade union representative or an official employed by a trade union.

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