The Retail Appointment Magazine September 2017 TRAP_Sep 2017_DigitalEdition | Page 7

and responsibilities
THE BASICS OF A FAIR PROCEDURE
1. The employee should be told in
writing of the alleged offence.
2. The employee should be invited
to a hearing and given time to
prepare.
3. The employee must be allowed
to bring a companion with them
who should be a colleague or a
fully accredited trade union
official
4. Managers should collect
evidence and fully investigate
what has happened.
5. At the end of that hearing the
management should decide on
what action is to be taken if any.
6. If it is decided that a warning is
to be issued then that warning
should be in writing and
explain fully the reasons for the
warning.
7. The employee must be given
the right of appeal to a higher
level of management.
8. Normally at least two such
written warnings should be
given before dismissal takes
place.
9. In cases of severe misconduct,
such as theft or violent
behaviour the employer may
dismiss immediately. However,
they must still hold the proper
hearings and grant the right of
appeal. This is the case, even
when it appears completely
obvious that the offence did
take place.
10. Warnings should state that they
are on file for no longer than
one year and should be
removed after one year.