I have recently received a review from a client I helped during a disciplinary procedure they went through at work. Read on to learn more about how I advised them and to read his lovely feedback.
My Client
When I first met my client he had been suspended from work pending a disciplinary hearing. At the time of our appointment, my client explained a number of allegations had been made against him by several members of staff. The allegations were serious and it was important to allow my client the time to explain his responses to each allegation. We therefore took the time to go through each allegation raised, and I asked any questions I had. Once I had obtained my client’s instructions, I explained we needed to prepare a Disciplinary Statement in preparation for his forthcoming disciplinary hearing.
What Is A Disciplinary Statement?
When an individual attends their disciplinary hearing it is common for them to feel anxious and stressed. Consequently, they may forget to mention something important which could help set out their responses to the allegation/s raised against them. It is also a good opportunity to put forward additional information which is relevant to the facts as well as any mitigating factors. Also, you cannot dispute what is written down. Therefore, I always advise my client’s to submit a Disciplinary Statement prior to attending a disciplinary hearing.
In my client’s case, he was understandably nervous about his forthcoming disciplinary hearing. One of the sanctions could be dismissal on the grounds of misconduct and so it was important to ensure his disciplinary statement had all the relevant information in it. He asked me to draft his disciplinary statement, on his behalf, for him to submit. I therefore drafted his disciplinary statement and once the draft was completed, I took my client’s instructions on it. We made agreed amendments before he submitted it several days before his disciplinary hearing.
Fantastic Outcome
I was delighted to find out how well the disciplinary hearing had gone. My client’s employment was not been terminated and he was invited to return to work. My client has since left me a lovely review;
What were the circumstances that caused you to look for a legal adviser?
Accusations regarding my conduct had been made to my employer, by colleagues. My employers were intent upon upholding the allegations rather than finding against them.
How did Lucy Stones help you?
Lucy gave clear, honest and practical advice throughout. She clearly explained the options available to me. Always professional but friendly and supportive throughout. She did exactly what she said she would do, often ahead of schedule. I would highly recommend Lucy. My experience was highly unpleasant and having the support of Lucy made it bearable.
What could they have done better?
I cannot think of anything more I either expected or would have wanted.
How Can We Help You?
If you have any employment law issue, please do not hesitate to get in touch with one of our specialist employment law solicitors. You can telephone us on 01522 440512, or email ContactUs@lincslaw.com and we will get back in touch with you. Alternatively, if you are worried about your employment being terminated, you can read more on our website here; https://lincslaw.co.uk/services/employees/resignation-dismissal-and-redundancy/unfair-dismissal/
Lucy Stones
Associate Employment Law Solicitor
Lincs Law
Tags: disciplinary disciplinary procedure disciplinary statement dismissal employment tribunal lincs law solicitors lucy stones termination of employment unfair dismissal