If you are subject to disciplinary proceedings at work, Michael Lewin Solicitors can help in this extremely stressful time. We can advise you through a disciplinary process ensuring that the legal steps your employer must follow to fairly hold a disciplinary are adhered to.
Disciplinary Hearing Solicitors
You should be invited to a disciplinary hearing in writing, and provided with the allegations against you, together with any supporting evidence that your employer has collected. You should be given at least three clear days’ notice of the hearing, and be informed of your legal right to be accompanied by a work colleague or a Trade Union representative.
Whilst it is not a legal requirement, an employer should follow the ACAS Code on Disciplinary and Grievance Procedures.
There are a number of sanctions available to an employer if they reasonably believe that an employee is guilty of misconduct, which range from the giving of a verbal, first written, or final warning, dismissal or some other sanction, such as demotion, transfer to another department or a period of suspension without pay.
An employee who is disciplined for issues related to the performance of their duties could find that they are placed on a Performance Improvement Plan for a specific period of time, before the employee’s performance is reviewed, and further sanctions, including warnings and dismissal, as above, may be imposed.
All of the sanctions that you could face should be detailed in an employer’s disciplinary policy.
What Can We Do?
We can only offer to work under a No Win No Fee Agreement if you have been dismissed or resigned and want to claim constructive dismissal as this is the point at which you have a claim.
However, we can assist you through a disciplinary process for a fixed fee. A member of our dedicated employment team will discuss with you the allegations against you and provide practical advice regarding the meetings you will be asked to attend and the evidence you should provide in order to ensure that you do the best job you can to dispute any alleged misconduct / gross misconduct.