Record keeping - Discipline at work

Records should be kept detailing the nature of any breach of disciplinary rules or unsatisfactory performance, the employee's defence or mitigation, the action taken and the reasons for it, whether an appeal was lodged, its outcome and any subsequent developments. These records should be kept confidential and retained in accordance with the disciplinary procedure and the Data Protection Act 1998 which requires the release of certain data to individuals on their request. Copies of any meeting records should be given to the individual concerned although in certain circumstances some information may be withheld, for example to protect a witness.

All actions arising from the disciplinary process should be confirmed in writing to the individual. In addition if the decision is to dismiss it should be confirmed in writing together with the reasons for dismissal.