It is advisable to get it done by specialist employment lawyers, particularly in view of the recent changes in the law (see question one). However, you can find the crucial elements set out in the Acas Code of Practice (see question 1). In essence:
- the procedure must be set out in writing;
- it must provide for a speedy resolution of the problem;
- it must identify employees' rights - in particular, their right to give their side of the story, to have matters investigated before any action is taken, to be given adequate notice of any disciplinary hearing, and to be accompanied at that hearing by a colleague or union representative;
- it must say what actions could be taken;
- it must provide for a right of appeal.
