It is week #4 of Myths & Legends. Let’s see what your rights are when it comes to disciplinary and grievance meetings.

Many of us are not aware of our basic rights when it comes to disciplinary and grievance procedures. And why would we be? When we join a new company, the first thing we read is not the employment legislation. And that is why it is extremely beneficial to have a union rep with you who ensures that your rights are respected and that you are being treated fairly.

📅 If you have an official meeting, it has to be on your roster or duty plan. If it is not, it cannot be deemed an official meeting

📑 If you have an investigative meeting that is part of disciplinary procedures, you are entitled to know what you are being investigated for, you have to receive evidence in advance and your right for representation applies as per Employment Rights Act 1996

👥 Right for representation: you are entitled to a work colleague or trade union representative present who is allowed to speak on your behalf. If your chosen representative is not available on the original date, your employer must change the date to a date suitable for your chosen rep (within 5 working days)

🦸‍♀️ If you are a Unite member, we will provide you with a union rep free of charge

💻 Further guidance can be found in the ACAS Code of Practice

Next week we will reveal further truths behind myths about your rights at disciplinary and grievance meetings. Stay tuned and join The Big Reveal!