This policy forms part of Ashford & St Peter’s Hospitals NHS Trust’s (ASPH’s) commitment to create a positive culture of respect for all individuals including staff, patients, their families and carers as well as community partners. The Trust’s values (the ‘4P’s’) are integral to all aspects of day-to-day life in the organisation and underpin the application of all our employment policies and procedures.
The Trust is committed to ensuring that all employees are dealt with fairly and reasonably and a number of employment policies allow for employees at certain stages of these procedures to make a formal appeal.
The purpose of this procedure is to set out the managerial level at which appeals will be heard, and to ensure that decisions are in accordance with the principles of fairness, equity and consistency in all circumstances and that due process has been observed in arriving at the decision. The Appeal will not re-hear the whole case but will review those aspects which the appellant believes have given rise to an incorrect or unfair conclusion, including challenging the degree of severity of the outcome. This may include the submission of new and relevant evidence that was not available at the original hearing.
Employees have the right of appeal against any action or any penalty that has been determined by a disciplinary or capability panel.
An employee may choose to appeal, for example, because they think a finding or penalty is unfair; new evidence comes to light; or they think the procedure was not used correctly.
|Compiled by:||HR Business Partners and Advisors|
|Ratified by:||Trust Executive Committee|
|Date Ratified:||October 2017|
|Date Issued:||October 2017|
|Review Date:||October 2020|
|Target Audience:||All staff|
|Contact name:||HR Business Partners and Advisors|