Appeals

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You've had a disciplinary hearing or grievance process and now it has been appealed.  The appeal chair must have authority to overturn the decision made and must be suitably trained and experienced. You may need an independent appeals chair to ensure:

• an appeal is heard in a timely manner
• the employee feels that it is being handled fairly and seriously
• you comply with the Acas Code

Using an internal resource is normally fine and is the default method. However, you need to ensure you have a suitable person who:

• has been adequately trained
• has not been involved previously
• is independent
• has adequate time 

David can act as an independent appeal chair to conduct the process and reach a conclusion.

•  Where an employee feels that disciplinary action taken against them is wrong or unjust they should appeal against the decision. Appeals should be heard without unreasonable delay and ideally at an agreed time and place. Employees should let employers know the grounds for their appeal in writing
• The appeal should be dealt with impartially and, wherever possible, by a manager who has not previously been involved in the case
• Workers have a statutory right to be accompanied at appeal hearings

You may have an unusually complex case, or an inexperienced chair. An option for you if you don't want to appoint an independent person to hear the appeal alone is to appoint David as a mentor or co-chair.

David can act as co-chair and, by doing this, can take on some of the key procedural steps, or help your internal manager with the burden.

In such a case, your manager will be the ultimate decision maker but will have help and support with the process.