Be reasonable. If the excuses are genuine - for example, certified sickness - be patient. If there is no good excuse, hold the disciplinary hearing in the employee's absence - but warn him or her that you are going to do so in advance. Employees who take matters to an Employment Tribunal, following disciplinary action, risk finding their awards (if any) substantially reduced (by between 10 and 50%), if they have not followed through on the full appeals procedure beforehand.
