An employee has just been dismissed on the grounds of bullying.
A thourough investigation was carried out followed by a sound and deatiled disciplinary process.
The employee wishes to excercise the right to appeal. In doing so wants to produce new evidence, in the form of statements from colleagues vouching for his good character etc.
There is concern that by allowing him contact with colleagues, they would be threatened or victimised by him. (Witnesses to the events considered at the disciplinary provided named statements citing his bullying behaviour.)
How do we avoid depriving him of a fair appeal hearing (by allowing him to obtain the evidence he wants), yet protecting remaining employees form a risk we genuinely believe in?
I’d love to hear if you have any suggestions!
Thank you
Sarah Jennings
