Read the sentences below and identify which of the three sections contains an error. TA S6, TA S11


1.  Your employer should put their discipline procedure in writing, and make it easily available to all staff.
It should say what performance and behaviour might lead to disciplinary action and what action your employer might take.
It should also include the name of someone you can speak to if you do not agree with your employer’s disciplinary decision.


Your employer should put their discipline procedure in writing, and make it easily available to all staff.
It should say what performance and behaviour might lead to disciplinary action and what action your employer might take.
It should also include the name of someone you can speak to if you do not agree with your employer’s disciplinary decision.
(1 p.)




2.  Your employer’s disciplinary procedure should include the following steps:
1. A letter setting up the issue.
2. A meeting to discuss the issue.
3. A disciplinary decision.
4. A chance to appeal this decision.


A letter setting up the issue.
A meeting to discuss the issue.
A disciplinary decision.
A chance to appeal this decision.
(1 p.)




3.  Your employer should not take any disciplinary action before meeting with you first and discussing the problem.
This disciplinary meeting (normally called an ‘hearing’) should be at a reasonable time and place.

Your employer should not take any disciplinary action before
meeting with you first and discussing the problem.
This disciplinary meeting (normally called an ‘hearing’) should be at a reasonable time and place.
(1 p.)




4.  At the hearing your employer should:
• explain the complaint against you
• go through the evidences
• give you a chance to tell your side of the story


explain the complaint against you
go through the evidences
give you a chance to tell your side of the story
(1 p.)




5.  If you rise a significant new fact or issue at the hearing your employer might stop it and look into the issue. They should then rearrange the hearing at a later date.


If you rise a significant new fact or issue at the hearing
your employer might stop it and look into the issue.
They should then rearrange the hearing at a later date.
(1 p.)




6.  You have the right to take someone with you to a disciplinary hearing, but you must say your employer about this first.
Your companion can be either:
• a colleague
• a trade union representative
• a trade union official


You have the right to take someone with you to a disciplinary hearing, but
you must say your employer about this first.
Your companion can be either: a colleague
a trade union representative
a trade union official
(1 p.)




7.  If a colleague cannot go with you and you’re not in the union you can ask to bring a family member or a Citizens Advice worker. However, your employer does not have to agree to this unless your employment contract say they must.


If a colleague cannot go with you and you’re not in the union you can ask to bring a family member
or a Citizens Advice worker. However, your employer does not have to
agree to this unless your employment contract say they must.
(1 p.)




8.  After the hearing your employer should write to you as soon as possible, saying what action they’re going to take, and telling you about yours right to appeal.
The decision might be:
• no action
• written warning
• final warning
• demotion
• dismissal.


After the hearing your employer should write to you as soon as possible, saying what action they’re going to take,
and telling you about yours right to appeal. The decision might be:
no action, written warning, final warning, demotion, dismissal
(1 p.)