What to do if you are under disciplinary investigation

The what to do… series of posts explains the steps members should take in various situations within the Council.

  1. You will be notified of the allegations against you in writing, not just by word of mouth.
  2. As you as you receive the written allegations, note who the nominated officer is—this will be the person that sent the letter—and contact a rep.
  3. The next step is an investigation interview. As soon as you have been informed of when this is, contact your rep to ensure they can attend with you.
  4. To prepare, make notes in response to the allegations, considering the circumstances at the time. If there are witnesses you may want to give their names to the investigating officer.

Do not discuss the disciplinary with any other council workers. You should only discuss with your rep and any worker assigned to support you or investigate allegations.

Informal resolution

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What to do if you are absent

The what to do… series of posts explains the steps members should take in various situations within the Council.

Phone in when you will be off. Discuss with your manager how often you should keep in contact. For absences without a sick note—those under 7 days—this is normally every day. For longer absences, you should agree expectations for contact with your manager.

Attend the “back to work” meeting. For long-term absences you may want a rep present to help any discussion around a phased return or reasonable adjustments if you have a disability or long-term health condition.

Contact a rep for an absence meeting if you

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What to do if you want to raise an issue

The what to do… series of posts explains the steps members should take in various situations within the Council.

Issues are raised as grievances. The first step of the procedure is an informal grievance—raising the issue with your line manager—so it is important that you do this in the first instance, as soon as you can.

If someone’s behaviour is the issue:

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