Disciplinary Policy & Procedure - Reviewed: June 2026
In this section
- 11. Trade Union Officials
- 12. Criminal Charges and Cautions or Convictions Outside Work
- 13. Appeals
- 14. Keeping Records
- 15. Training and Support
- 16. Monitoring This Policy & Procedure
- 17. Ensuring Equality of Opportunity
- 18. The Role of the companion during the Disciplinary and Grievance Process
- 19. Disciplinary Procedure at a Glance
- 20. Supporting Guide for Witnesses
6. Failure to Attend a Meeting
There may be occasions when an employee is unable or unwilling to attend a meeting as part of the investigation or disciplinary process, e.g. illness. Before proceeding with the meeting, the investigating officer or the panel should consider the following:
- medical opinion on whether the employee is fit to attend the meeting
- the seriousness of the disciplinary issue under consideration.
- the employee’s disciplinary record (including current warnings), general work record, work experience, position and length of service.
- The rules relating to conduct, behaviour and attendance outlined in para.3.
Where an employee continues to be unavailable to attend a meeting the Authority may conclude that a decision will be made on the evidence available. The employee will be informed where this is the case.