At the end of a disciplinary hearing, you will be informed both verbally
and in writing of your rights of appeal, including the name of the person
to whom your appeal should be made.
If you decide to appeal, you must give written Notice of Appeal to the
nominated person. The notice must be received within 5 working days from
the day on which you received the written confirmation of the disciplinary
hearing decision.
The Notice of Appeal must state whether you are appealing against; the
conduct of the disciplinary hearing, its finding, the penalties imposed,
or a combination of these factors and the supporting reasons for your
appeal.
Our aim in providing an appeal system is to ensure that employees have the
facility for a complete re-appraisal of the facts and procedures and to
reconsider the soundness of the earlier decision.
The Appeal Hearing will be conducted by the appeals panel, comprising of
an executive director and one other Senior Manager who has previously not
been involved in the disciplinary process, so that the original
disciplinary hearing can be examined to establish whether; the hearing was
a full and thorough airing and examination of all the facts/evidence,
proper procedures were observed, the findings were fair and reasonable and
the penalty imposed properly reflected the gravity of the offence and any
mitigating factors were fully considered.
The format of an Appeal Hearing, will be an opportunity for you to present
your supporting reasons as to why you believe the disciplinary action
taken is either unfair, or too harsh. You may submit any appropriate
evidence and call any appropriate witness on your behalf.
At an Appeal Hearing you are again entitled to be accompanied by; a work
colleague of your choice, or a trade union representative. Legal
representation will not be recognised.
The findings, decision and outcome of the Appeal Hearing, will be
confirmed to you in writing.
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