Appeals
Dismissal Index
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It is important that as part of the dismissal procedure employees have the chance to appeal at each formal stage. The person hearing such an appeal should, as far as possible, be independent and not biased by previous decision making. If at all possible the person hearing the appeal should not have been involved in the original disciplinary process. Where a disciplinary matter is being considered the investigation, discussions and disciplinary hearings should then be confined to a limited number of individuals. In particular senior management should not take the opportunity to comment upon the process at any time.
The UK statutory minimum procedures state that the person hearing an appeal should, wherever possible be more senior than the person hearing the original appeal.
Some employers get bogged down in the appeal process permitting a series of appeals up to the CEO. We strongly advise at the outset that the appeal procedure is made clear, one level of appeal is all that is recommended.