A. an initial meeting where your employer tries to find out what happened; Even though you don’t have a legal right to be accompanied, you can ask your employer to let you bring someone with you - but they don’t have to agree to it. Indeed, many employees have never had to attend a disciplinary meeting and many employers have never had to conduct one. Employers are warned that, even if one of the four above scenarios occur, this will not automatically entitle the employer to dismiss the employee without a hearing. By the time you are having a disciplinary meeting, you’ve already decided what the discipline will be. What steps might an HR manager take if an employee refuses to attend a disciplinary meeting over the phone? Although it is a statutory right, the Acas code reminds employers of the requirement to allow the employee to be accompanied at a disciplinary hearing. Technically, an employee’s failure to comply with a reasonable instruction in this regard would be a disciplinary matter. INTRODUCTION. ... Letter inviting an employee to formal capability meeting (long term absence). If an employee refuses to attend a disciplinary meeting over the telephone, an HR manager should: Request that the employee provide reasons for their refusal, within a reasonable timeframe (for example 24-48 hours) Who can accompany you. Often, employers will deal with the matter by calling a meeting with you and putting the allegations and a summary of the evidence and then asking you to respond verbally in the meeting. The first thing you need to know is the real reason this employee is refusing to attend the staff meetings. Disciplinary meetings can be stressful and demanding for both executive employees and employers. Unless they are members of a trade union that is present in the workplace, they find themselves without any professional assistance and have to rely on information gained before the hearing and at best the support of a colleague at the hearing itself. The right to be accompanied arises when a worker who is invited by his or her employer to attend a disciplinary or grievance hearing makes a reasonable request for a companion to attend the hearing. If you’re asked to go to a disciplinary meeting, you have the right to be accompanied by: If it is simply the case that the employee refuses to attend the disciplinary meeting, this could be a disciplinary matter in and of itself – as an employee is expected to follow the reasonable directions of his/her employer. 1. There are 3 things you need to take into account: 1. Many employees find themselves faced with the prospect of appearing at a disciplinary hearing. If you are unable to attend [place of meeting] I would be happy to hold the meeting at your home or another location that would be convenient to you. Document his refusal to sign and follow through on the discipline itself. Where an employee refuses to engage in disciplinary proceedings, for example by failing to answer questions or attend at meetings, it would be prudent for employers to require the employee … • The employee refuses to attend the disciplinary hearing waiving his right to be heard • The employee fails to attend the hearing without an acceptable reason. This puts a great deal of pressure on the employee and, particularly when more serious allegations are … In order to protect themselves, employers will often include a clause in their contract of employment that requires an employee to co-operate and attend a medic where the employer wishes for a report to be written. The Acas Code of Practice on Disciplinary and Grievance Procedures clearly sets out that ‘employers and employees (and their companions) should make every effort to attend the meeting’.