An appeal is a fundamental part of a fair disciplinary process and you should tell an employee about their right to appeal when you communicate a disciplinary decision. If an employee appeals, you will need to identify a suitable appeal hearer and consider how extensive the appeal process should be. To avoid any suggestion of bias, the appeal hearer should not confer with the original disciplinary hearer before the appeal hearing. An appeal hearer should be prepared to change the original decision if the basis for it was unsound, or amend a penalty if it was too severe.
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