Source: http://www.legislation.gov.uk/nisi/2003/2902/schedule/1/data.xht?view=snippet&wrap=true
Timestamp: 2019-09-17 13:45:16
Document Index: 721464738

Matched Legal Cases: ['art. 2', 'art. 3', 'art 1', 'art. 2', 'art. 3', 'art. 2', 'art. 3', 'art. 2', 'art. 3']

The Employment (Northern Ireland) Order 2003 No. 2902 (NI. 15) xmlns:atom="http://www.w3.org/2005/Atom" xmlns:atom="http://www.w3.org/2005/Atom"
SCHEDULE 1N.I.STATUTORY DISPUTE RESOLUTION PROCEDURES
PART IN.I.DISMISSAL AND DISCIPLINARY PROCEDURES
CHAPTER IN.I.STANDARD PROCEDURE
Step 1: statement of grounds for action and invitation to meetingN.I.
1.—(1) The employer must set out in writing the employee's alleged conduct or characteristics, or other circumstances, which lead him to contemplate dismissing or taking disciplinary action against the employee.N.I.
(2) The employer must send the statement or a copy of it to the employee and invite the employee to attend a meeting to discuss the matter.
Step 3: appealN.I.
3.—(1) If the employee does wish to appeal, he must inform the employer.N.I.
(2) If the employee informs the employer of his wish to appeal, the employer must invite him to attend a further meeting.
(4) The appeal meeting need not take place before the dismissal or disciplinary action takes effect.
(5) After the appeal meeting, the employer must inform the employee of his final decision.
CHAPTER IIN.I.MODIFIED PROCEDURE
Step 1: statement of grounds for actionN.I.
4. The employer must—N.I.
(i)the employee's alleged misconduct which has led to the dismissal,
(iii)the employee's right to appeal against dismissal, and
Step 2: appealN.I.
5.—(1) If the employee does wish to appeal, he must inform the employer.N.I.
(2) If the employee informs the employer of his wish to appeal, the employer must invite him to attend a meeting.
(4) After the appeal meeting, the employer must inform the employee of his final decision.
F1F1PART IIN.I.GRIEVANCE PROCEDURES
F1Sch. 1 Pt. II (paras. 6-10) repealed (3.4.2011) by Employment Act (Northern Ireland) 2011 (c. 13), ss. 1(1)(b), 16, 17(1), Sch. 4; S.R. 2011/159, art. 2 (with art. 3, Sch.)
Step 1: statement of grievanceN.I.
Step 2: responseN.I.
PART IIIN.I.GENERAL REQUIREMENTS
11. The following requirements apply to each of the procedures set out [F2in Part 1] (so far as applicable).N.I.
F2Words in Sch. 1 para. 11 substituted (3.4.2011) by Employment Act (Northern Ireland) 2011 (c. 13), ss. 1(2), 17(1), Sch. 1 para. 4; S.R. 2011/159, art. 2 (with art. 3, Sch.)
TimetableN.I.
12. Each step and action under the procedure must be taken without unreasonable delay.N.I.
Status of meetingsN.I.
14. A meeting held for the purposes of this Schedule is a hearing for the purposes of Article 15(4) F3. . . of the Employment Relations (Northern Ireland) Order 1999 (NI 9) (definition of “disciplinary hearing”F3. . . in relation to the right to be accompanied under Article 12 of that Order).N.I.
F3Words in Sch. 1 para. 14 repealed (3.4.2011) by Employment Act (Northern Ireland) 2011 (c. 13), ss. 1(2), 16, 17(1), Sch. 1 para. 5, Sch. 4; S.R. 2011/159, art. 2 (with art. 3, Sch.)
Scope of grievance proceduresN.I.
15. F4. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .N.I.
F4Sch. 1 para. 15 repealed (3.4.2011) by Employment Act (Northern Ireland) 2011 (c. 13), ss. 1(2), 16, 17(1), Sch. 1 para. 6, Sch. 4; S.R. 2011/159, art. 2 (with art. 3, Sch.)