I've come across that term plenty of times, but never really had a need to look into in any great detail. Until now that is..

I'm in the middle of what has now progressed into a disciplinary meeting, having conducted an investigation process over the last 2 days.  Not wishing to go into specifics, but there is a need to get this one sorted out as soon as possible and even the employee concerned seemed to be in agreement that there is only one likely outcome.

I am aware of the need to allow 'reasonable time' for the employee to be able to prepare for the disciplinary meeting, but not sure what that might mean in reality?  I don't want to drag it out unnecessarily, but equally I do want to be fair..

Over to you for thoughts,please.

Tks

Steve

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  • Hi Steve,

    In my experience, I have given the required 48 working hours notice and providing the employee gives a valid and viable reason for postponement, I have allowed the meeting to be postponed I.e the gathering of information which relies on an individual who is absent, holidays, TU, etc..

    I believe there should be an element of flexibility that is your discretion to assess whether the situation should allow for a longer time from investigation through to disciplinary however I have been in a situation in the past where we were legally asked to provide reasoning against a case where the time between concluding the investigation to disciplinary was deemed too long (4 weeks)

    Regards, Sam
  • Ooh its almost as good as the health and safety turn as far as reasonably practicable isn't it!

    Advice I have been given in past is to give them 3 days notice for a disciplinary so it gives them enough time to prepare so I stick with that!

    Hope that helps!

    Rach

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