This document no longer applies under the ACAS Code of Practice. For the new equivalent letter called 'Informal Discussion Letter', please see the Disciplinary Policy and Dismissal Procedures or Misconduct and Gross Misconduct subfolders.
If the misconduct
allegations at a first disciplinary hearing
are upheld a decision is required as to the seriousness of the matter with regard to the rules of the organisation.
Generally speaking relatively minor acts of misconduct
(timekeeping etc.) are dealt with by issuing a verbal warning
but more serious matters may require this stage to be skipped and a first or final written warning
It is good practice to confirm verbal warnings
in writing to ensure that there is no later misunderstanding.
confirms the decision of the hearing and outlines the terms in respect of the expected improvement in conduct.
The employee's conduct should continue to be monitored and, after a reasonable time and subject to the improvement of the employee's conduct, a letter should be sent acknowledging this improvement.
If the employee's conduct does not improve a Notice of Disciplinary Interview
should be sent to the employee.
This template is in open format. Either enter the requisite details in the highlighted fields or adjust the wording to suit your purposes.