Consideration of Dismissal timescales

[makingsounds]

Someone in our office has been invited for a Consideration of Dismissal under the Attendance Procedure and found out that it was triggered over 4 months ago and its only now that management are looking to dismiss the individual.

Are there any Policies or Guidance on Consideration of Dismissal timescales being dealt with please?

[redlen]

Personally, I can see no procedural get out clauses myself.

The only question to ask is. Did the employee breach the attendance standards agreement?

Just because a Stage III has been triggered, does not mean it will cause termination of employment.

[pieoftheday]

Quite some time ago I was in for a stage meeting, cant recall if it was stage 1 or 2, i was informed about the stage meeting around 3 months after returning to work, union rep made it go away telling the manager they were too late to issue a stage. I dont know if that was an official thing or the rep just fooled the manager, worth looking into though

[broughts]

Was once told by a manager it has to be a reasonable amount of time but it’s a grey area as what is deemed to be reasonable to some is not others definitely bring it up at meeting and good luck get area rep involved they go thru things with a fine tooth comb

[Schiff]

The ACAS code of practice says that any disciplinary process should be conducted without delay. I would certainly think that a period of 4 months after a trigger point was hit would likely be considered an unreasonable delay by an employment tribunal.

[redlen]

They will discuss any complaint of unreasonable delay at any dismissal appeals meeting.

Even if an Employment Tribunal upheld a complaint of unreasonable delay in procedure, they cannot order Royal Mail to reinstate the employee.

[mattick]

There's been OPG's with two stage 3's and survived, but with the current climate, I'm not so sure