Disciplinary Policy & Procedure - 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. Supporting Guide for Witnesses
- Appendix A - Disciplinary Procedure at a Glance
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.