This contract clause states that the company, in the event of the employee falling ill and satisfying usual sickness absence notification procedures, has the right to lift the suspension, treat the employee as being on sickness absence and pay them in accordance with usual sick pay provisions.

This letter informs an employee that, following an investigation, disciplinary proceedings will not take place, but that they are required to improve their conduct.

This letter is to respond to an employee who has resigned whilst on suspension as part of the disciplinary process.

Use this letter to confirm to the employee that you have undertaken a review of their suspension and outline how the employee, and their representative, was included in this review. The letter has options to confirm whether the suspension will continue or not, and the reasons for this decision.

This letter informs an employee that a disciplinary sanction other than a warning or dismissal is being imposed, eg demotion or transfer to other job, and asks them to sign an enclosed letter to accept the changes to their terms of employment.

This policy sets out the procedure to follow if an employee takes sickness absence leave whilst a disciplinary process in relation to that employee is underway.

Use this procedure to set out the policy on conducting a disciplinary investigation in the workplace. The procedure confirms the responsibilities of the employee and the company.

This policy outlines the situations in which the organisation might stop and search those working in the organisation. The policy covers general principles, searching of vehicles, searching of bags, other searches, refusing to allow a search, action to be taken if irregularity is discovered, frequency of searches, recording of searches, and complaints about searches.

This policy covers action to be taken by the employer when an employee is charged with a criminal offence. The policy gives guidelines on managing the situation, including bringing the organisation into disrepute, minor motoring offences, criminal offences relating to work activities, dismissal when the employee is later acquitted, offences leading to the required dismissal of the employee, action when the employee is found guilty, but not imprisoned and action on imprisonment of the employee.

Public sector bodies are required to allow legal representation at internal disciplinary hearings when there is the possibility that, if the allegation is upheld, the employee will be unable to continue working in his/her chosen career. This policy sets out the process for a disciplinary hearing where the employee requires legal representation.

This template form can be used to make notes of formal hearing discussions, such as investigation or disciplinary hearings. The template can be amended to provide start and end times, including of any reconvened discussions, and identifies the parties present at the hearing.