Grievance and Disciplinary Hearings
If you face a disciplinary hearing there are certain procedures your employer should follow. The first stage of the grievance and disciplinary hearings process should involve a meeting with yourself to discuss the problem and to raise their concerns. Once this meeting has occurred, it is then that your employer might decide to call a disciplinary meeting (also called a hearing). During this meeting your employer should explain their concerns or the complaint against you and explain the evidence presented. They must give you an opportunity to explain your side of the story.
Although you should notify your employer first, you do have the right to have someone accompany you at your disciplinary hearing. This person can be either a colleague, a trade union representative, or a trade union official. In cases where you cannot find a colleague to be present at the hearing, or you are not a member of a trade union, you may attend with a family member or a Citizen’s Advice Bureau worker, however your employer does not have to agree to this unless their consent is stipulated in your employment contract.
There are a number of possible outcomes of grievance and disciplinary hearings. It could result in no further action, a written warning, a final warning, a demotion or even dismissal from your employment. It is important that your employer follows any disciplinary procedures detailed in your contract. If your employer does not follow any relevant procedures detailed in your contract, you could be entitled to sue for breach of contract.
If you are unsatisfied with the informal way your company has tried to solve your problem, you may wish to file a complaint against your employer for grievance. You should always attempt to solve your problem informally before following the grievance procedure. For advice on your employers specific guidelines regarding their grievance procedures, you should refer to the grievance procedure written by your employer, which will detail the instructions you need to follow. This is likely to be found in your employment contract or in your employment handbook, or it could possibly be found on your company’s intranet network. The standard procedure will always include writing a letter to your employer stating the details of the grievance experienced followed by a meeting to discuss the issue.