Misconduct Notice Of First Disciplinary Meeting
This Notice of Disciplinary Meeting letter is used to set out the alleged misconduct and confirm the time, date and location of the disciplinary hearing.
It also tells the employee that they have the right to be accompanied and will have the opportunity to explain, discuss and challenge the allegation.
What This Disciplinary Hearing Notice Covers
Use this letter where there are reasonable grounds for believing that the employee may have committed misconduct and disciplinary action is a possibility.
The template includes an optional clause to reflect whether a formal investigatory hearing took place before the disciplinary meeting.
Before Issuing a Notice of Disciplinary Meeting
Before sending this notice, the employer should identify the disciplinary rule said to have been breached, consider how the conduct has affected the business, and carry out a thorough investigation into the allegation.
- drop the matter if there are insufficient reasonable grounds to support the allegation
- deal with trivial misconduct informally where appropriate
- issue this notice where there are reasonable grounds and formal disciplinary action may follow
Informal Warnings and Disciplinary Records
Where misconduct is minor, an informal warning may be more appropriate. That warning should be noted for future reference and confirmed in writing so there is a clear disciplinary record.
Any such record should then be removed after a period of time in line with the employer’s policy on spent warnings.
ACAS Code and Next Steps After the Hearing
This Notice of Disciplinary Meeting complies with the ACAS Code of Practice and should be used alongside the Guidance Notes: Disciplinary Procedure and the Disciplinary Policy and Procedure.
The employee should be asked to confirm attendance or agree an alternative date and time. If, after the hearing, the employee does not provide a satisfactory explanation, the employer’s response will depend on the seriousness of the offence, the employee’s length of service, any previous warnings, and the employer’s own rules.
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