What is a disciplinary meeting?

_{The Basics}

Sometimes things go wrong at work — it happens. But when they do, we need a fair and clear process to manage it. This policy explains how we’ll deal with concerns about your behaviour or performance, and what to expect at each step. Wherever possible, we’ll try to resolve things informally first. 

_{What You Need to Do}

 If you’re involved in a disciplinary process, here’s what you can expect: 

• We’ll always try to talk first. Minor issues are usually handled through a quiet word and support to improve.
• If formal action is needed, you’ll get a written invite to a meeting. This will explain the issue and your right to bring a colleague or trade union rep.
• You’ll have a chance to respond at the meeting — ask questions, bring evidence, and explain your side.
• We’ll decide what (if any) action to take. This might be no action, a warning, or (in serious cases) dismissal.
• You can appeal. If you disagree with the outcome, you can raise a formal appeal within 5 working days.

_{Need More Detail?}

You can view the full policy here: Disciplinary Policy

(opens in a new tab – view-only) 

_FAQs

Q: Can I bring someone with me to a disciplinary meeting?
A: Yes — you have the right to bring a colleague, trade union rep or certified official to any formal meeting.

Q: What happens if I don’t turn up?
A: We’ll offer to reschedule. If you still can’t attend (without good reason), we may go ahead based on the evidence and give you the outcome in writing.

Q: Could I be dismissed without warning?
A: Only in very serious cases (known as gross misconduct). Even then, we’ll carry out a proper investigation and give you a chance to respond. 

_{Still Not Sure?}

Speak to your manager/supervisor or contact us at help@peopleshenanigansltd.co.uk