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'Within a few weeks of joining we'd taken advantage of FSB’s Online Legal Documents. We started a graduate programme and access to these documents gave us an understanding of the legal side, and has helped us to create a number of processes and procedures.'
'When we first took on a member of staff, we used the online legal document template library. FSB does more important stuff than you think it does, there are lots of member benefits, probably more than we actually use.'
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We represent a diverse range of businesses from retailers to marketing agencies and just about everything in between. Take a look at more member stories and see how we could help your business fly.
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We offer three packages to suit your business needs. Joining FSB Connect is free, our Business Essentials package starts at £172.50 in the first year and our specialist Business Creation package has a fixed price of £129.
If an issue with an employee escalates beyond verbal and written warnings, you might be forced to hold a disciplinary hearing.
It is important that a clear process is in place to protect both you and your staff from any wrongdoing during a hearing. Should any errors in the disciplinary procedure be identified, they can be used as evidence during an employment tribunal.
A disciplinary procedure should contain four key areas. This blog explains each area.
The first step is to notify the employee that disciplinary action is being taken, why it’s being taken, and that they are required to attend a hearing.
This should be held at a convenient time in a suitable location. This is often during working hours in an office or staff room. However, it might be necessary to be flexible with the date to cover considerations, such as childcare.
The meeting, or disciplinary hearing, is the main component of the whole procedure.
This is where you explain the complaint being levelled at the employee and highlight any evidence you have that supports the complaint.
Examples of evidence include:
You should ensure the employee is given ample time to explain their side of the story and ask questions.
An impartial party, such as a member of HR or a colleague, should also be able to attend with the staff member to support their case.
Following the meeting, a decision must be reached. This should be based on the severity of the complaint and the information gathered during the hearing.
Decisions can involve:
Your decision should be relayed to the employee in writing as soon as possible.
You should also highlight an employee’s right to appeal your decision should they wish to do so.
Once an appeal has been requested the appeal meeting should be held as soon as possible.
This meeting should ideally be conducted by someone who was not involved in the original hearing or decision-making process.
Appeals should function similarly to the original hearing, with the employer being able to make a final decision based on this meeting.
Again, this decision is delivered in writing. It can change from the original decision you made, or it can be changed to something less severe.
From this point, many disciplinary procedures are complete. However, sometimes an issue could escalate and be taken to an employment tribunal. For example, an employee who feels they were unfairly treated before an appeal and afterwards.
At FSB, we aim to help with disciplinary procedures by providing our members with an employment protection and law advice service. This gives you access to:
If you’d like to find out more about how this service can help you, please read the FSB Employment Protection page or get in touch with a member of our qualified team.
A wealth of important information and advice, available online in-case you face dismissal or discrimination claims and employment tribunals.
National Federation of Self Employed & Small Businesses LimitedSir Frank Whittle Way / Blackpool / FY4 2FE. National Federation of Self Employed & Small Businesses Limited (FSB) is registered in England, number 1263540