We'd like to remind Forumites to please avoid political debate on the Forum... Read More »
We're aware that some users are experiencing technical issues which the team are working to resolve. See the Community Noticeboard for more info. Thank you for your patience.
📨 Have you signed up to the Forum's new Email Digest yet? Get a selection of trending threads sent straight to your inbox daily, weekly or monthly!
How to write letter to appeal disciplinary outcome
Options
Comments
-
Those colleagues who had disciplinary meetings before got the letter either later that day or within 4 days if they had days off. Had 5 days off after the meeting - mixture of days off and annual leave and should have got it on my first day back.0
-
Those colleagues who had disciplinary meetings before got the letter either later that day or within 4 days if they had days off. Had 5 days off after the meeting - mixture of days off and annual leave and should have got it on my first day back.
You now sound bitter.
I would suggest you step back and concentrate on your own health & attitude to work. No doubt, that’s what your employer wants too.Originally Posted by shortcrust
"Contact the Ministry of Fairness....If sufficient evidence of unfairness is discovered you’ll get an apology, a permanent contract with backdated benefits, a ‘Let’s Make it Fair!’ tshirt and mug, and those guilty of unfairness will be sent on a Fairness Awareness course."0 -
Blatchford wrote: »I want to try to be very clear here for you. You had an amount of time off sick that would trigger pretty much every sickness absence policy that I have ever come across. The single ten days sickness would have triggered my employers - ours is no more than 8.5 days sickness per year, unless there is a disability. The three periods of sickness would also have triggered the policy with my employers - even three one day sicknesses.
I guess you've looked back over previous threads to work this out. Don't suppose you know the Bradford score of the OP? Just for interest.0 -
The 10 single day instances would score 1000 alone.
As I understand it, it’s 3 absences within 12 months, one of which was 10 days.Originally Posted by shortcrust
"Contact the Ministry of Fairness....If sufficient evidence of unfairness is discovered you’ll get an apology, a permanent contract with backdated benefits, a ‘Let’s Make it Fair!’ tshirt and mug, and those guilty of unfairness will be sent on a Fairness Awareness course."0 -
-
This still going on?
If so I'll add another tuppence worth.
The OP will have self certified & possibly had fit notes. If that is all the employer uses for monitoring sickness then it is a poor do. The OP isn't clear on this. There is a HR function at his place of work they should be implementing something that includes " a return to work process/procedure". This is were the employee has an opportunity to expand on their absence (should they want to) i.e. more details, off the shelf medicine, visits to GP/A&E, phone calls to NHS, prescribed medicines etc. Put down everything that demonstrates what you have done to return to work.
It may not stop the disciplinary process but it makes management do some work to justify it.0
This discussion has been closed.
Confirm your email address to Create Threads and Reply

Categories
- All Categories
- 350.8K Banking & Borrowing
- 253K Reduce Debt & Boost Income
- 453.4K Spending & Discounts
- 243.7K Work, Benefits & Business
- 598.5K Mortgages, Homes & Bills
- 176.8K Life & Family
- 256.9K Travel & Transport
- 1.5M Hobbies & Leisure
- 16.1K Discuss & Feedback
- 37.6K Read-Only Boards