How to draft disciplinary outcome letters
By Michael Hardiman
The letter sent to an employee following a disciplinary process is often the most important document that an employer will rely upon in defending any subsequent employment tribunal claim. We suggest 10 top tips for drafting disciplinary outcome letters.
An outcome letter is often viewed by an employment judge as the key document summarising the employer’s mindset before the various versions of events have been developed with the input of lawyers at a tribunal hearing. The letter must therefore contain a clear summary of the employer’s rationale for the decision reached. As such employers should consider including the following points.
1. Cover off the background information
It is advisable to clearly set out the information surrounding the circumstances of the disciplinary meeting, when the meeting took place, who was involved and the steps taken during the meeting to consider the employee’s version of events…
Click on the link below to read the rest of the Shoosmiths briefing.
Sign in or Register to continue reading this article
It's quick, easy and free!
It takes just 5 minutes to register. Answer a few simple questions and once completed you’ll have instant access.Register now
Why register to The Lawyer
In-depth, expert analysis into the stories behind the headlines from our leading team of journalists.
Identify the major players and business opportunities within a particular region through our series of free, special reports.
Receive your pick of The Lawyer's daily and weekly email newsletters, tailored by practice area, region and job function.
More relevant to you
To continue providing the best analysis, insight and news across the legal market we are collecting some information about who you are, what you do and where you work to improve The Lawyer and make it more relevant to you.
News from Shoosmiths
News from The Lawyer
Briefings from Shoosmiths
Case law confirms that HR is essential to supporting management when dealing with employee relations issues; however there is a clear difference between supporting a process and influencing a decision.
As it becomes increasingly common for contractual documentation to be concluded electronically, we examine the pros and cons of e-signatures against traditional wet ink signatures.
Analysis from The Lawyer
Compliance and corporate governance codes for large financial institutions will undoubtedly include provisions to regulate high pay in the future
There’s more to the ABS model than attracting the man in the street and procuring external investment. Partners at the big corporate firms, take note…