When you make a decision on a disciplinary matter and issue a warning, do you give all your facts, notes and paperwork to the person who is going to hear the appeal or just the core basics that you would have had when you started.

An appeal hearing should be heard by someone more senior than the person who dealt with the initial hearing. The employee should be asked to provide his or her grounds for appeal (although technically this is not a requirement of the statutory dismissal procedures, in reality the chances of success without genuine grounds must be slight). The manager conducting the appeal should have full access to all the evidence compiled during the investigation and copies of all records and notes from the disciplinary hearing.

However, he or she must not confer with the initial decision maker about the matter prior to the appeal hearing. For this reason it is important to keep written records during the