As part of the decision-making process, a disciplinary hearer will need to consider whether there has been as much investigation as is reasonable in the circumstances and whether a fair procedure has been followed. They will then need to decide whether the employee is guilty of misconduct or gross misconduct and, if so, what penalty is reasonable in all the circumstances. The disciplinary hearer will then need to communicate the disciplinary decision: we have detailed example warning and dismissal letters which you may find useful at this stage. If the employee is being dismissed, you will need to consider whether the dismissal should be with or without notice.
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