what to put in appeal letter

whereisthatlight

Hi,

I've been dismissed for gross misconduct following investigation meetings and the disciplinary meeting.

I want to appeal the dismissal and hope for a final written warning and/or demotion.

Its not what I've done that I'm appealing but just that dismissal is harsh given length of service, 1st offence and the misconduct doesn't impact my ability to do my job.

What detail should i include in my appeal letter?

Just bullet points of items to discuss at the appeal meeting or all the nitty gritty - which my employer will already have?

Thanks

stevemLS

You need to identify the grounds on which you are appealing.

I don't know how anyone can assist you, though, without information about the type of work you do and the conduct which was the subject of the disciplinary.

whereisthatlight

The details about my misconduct were already discussed and recorded by my employer. Do i need to repeat all of this again in my appeal letter?

Or can I just bullet point that I want to review the misconduct detail and appeal the decision to dismiss with an aim of being disciplined short of dismissal?

Additionally, I want to discuss at the appeal meeting my length of service and good work - which were not discussed at my disciplinary meetings and therefore not included in consideration.

agrinnall

I think steve was suggesting that if you want help on here you'll need to tell us a bit more about what happened, otherwise anything you're told will be generic and not specific to your circumstances.

ohreally

whereisthatlight wrote: »

Additionally, I want to discuss at the appeal meeting my length of service and good work - which were not discussed at my disciplinary meetings and therefore not included in consideration.

These are points to include in your disciplinary case statement, why didn't you include them at the time?

Scorpio33

The only thing you should put in the appeal is any information that was not present in the original meeting. If they know all the facts then they won't change their mind. The only exception is if there were some facts that were not present previously.

sangie595

ohreally wrote: »

These are points to include in your disciplinary case statement, why didn't you include them at the time?

I would have to agree. The time for you to bring up any mitigation you have is at the disciplinary hearing - appeals are not to provide you with an opportunity to raise things you ommitted to mention. And honestly - your length of service, the fact it was the first misconduct and (in your view) doesn't affect your job are all entirely irrlevant grounds. It doesn't chage the fact that you did whatever it was that you did (and nobody could possibly advise you on any of that if you don't explain what you did) - and legally the only "test" is whether dismissal is within the range of options available to a reasonable employer for such misconduct. Since you don't seem to have any argument that it would be an unreasonable decision, an appeal on any of those grounds is unlikley to succeed. Employers do change their minds - but not often enough to make it worth holding out any hope. Appeals for clemency seldom work.

gabriel1980

What did you do?

polgara

It sounds like you have accepting that misconduct took place, but are disputing the severity of the sanction.

You need to detail why you believe the decision to dismiss was too severe - you've already started with your past performance etc. I personally would not include something like 'conduct doesn't impact my ability to do my job'. Detail your remorse (if you are) and assurance that this misconduct would not occur again - you did say sorry at the original hearing didn't you?

Its a small chance

tomtontom

https://forums.moneysavingexpert.com/discussion/5301291

OP's other thread ...

FBaby

Your appeal needs to relate to some wrong doing with the process of the disciplinary, it is not a second disciplinary. What did they do wrong at the first that warrants reconsideration? Fairness doesn't come into it unless the outcome is unfair due to them not following the appropriate procedure.