The Notice of Appeal Letter provides details of the appeal hearing and requests that the employee confirm their attendance or otherwise agree an alternative date/time for the hearing. It also confirms the employee's entitlement to be accompanied by a colleague or trade union representative and that representative's role.
As provided in the Company's Disciplinary Procedures and Policy employees have the right to appeal against any formal disciplinary action. An appeal should be made in writing shortly (5 days) after the relevant warning or notice of dismissal, and the appeal hearing should be arranged and the outcome confirmed in writing within a few working days (e.g. 5 days) of the appeal hearing. Decisions made at this stage will be final.
Ideally the appeal body should consist of different people (preferably more senior) from those attending previous hearings. However, where this is not practicable, the same manager may handle both the disciplinary and the appeal meetings and he/she must act as impartially as possible.
This Notice of Appeal Letter has been refreshed to account for current best practice.
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