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
Replies
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