A. The process will not involve managers writing investigation reports and for some areas may reduce the work load and time regarding referring a case to a disciplinary hearing. Following a formal absence review meeting, if a line manager has concerns regarding an employee’s level of attendance and wishes this to be considered at a disciplinary hearing then the line manager would supply the next in line manager with a SSTS print out, meeting outcome letter and any other relevant information.
A report is only required when an employee is being referred to a disciplinary hearing where one potential outcome is dismissal. In such cases, support can be provided by an HR representative to the manager when compiling a report to be submitted to the next in line manager.