Disciplinary  action is normally used by an employer to deal with alleged misconduct of some kind, ranging from relatively minor issues such as persistent poor time keeping to much more serious issues such as theft or fraud which could result in dismissal for gross misconduct. It should not apply to cases involving genuine sickness absence, proposed redundancies or poor performance. 

An employee facing disciplinary action will often find that the proceedings are drawn out over several weeks and can be a stressful experience particularly if it involves serious allegations and suspension from work.   I can advise you throughout on all aspects of the disciplinary process, including your right to be accompanied at the disciplinary hearings, how to make the best use of your companion, how to gather and present evidence that might help you refute the allegations or show that others have got away with similar misconduct in the past but you are being unfairly singled out. If necessary I can also advise you on how best to appeal a disciplinary penalty that has been issued. 

If you feel as a result of the disciplinary action that you no longer want to work for your employer, I can advise you on the best way to approach your manager with the aim of achieving a mutually agreed departure under the terms of a settlement agreement, which will often have an agreed and acceptable reference annexed to it.  This is a key issue that can easily be overlooked as there is no statutory obligation on an employer to provide a former employee with a reference.

To discuss your situation, please call me today on 01892 538762 or 07900 695142.