Page 15 - Agency Worker Handbook AllPro Recruitment V.1

investigation. During the period of suspension, employees may be
refused access to any of AllPro Recruitment’s premises without AllPro
Recruitment’s prior consent and subject to such conditions as may be
imposed.

7.9 Appeals

7.9.1 If the employee wishes to appeal, the employee should do so within
five (5) working days of written notification of the decision of the
disciplinary hearing. The appeal should be in writing and should state
the grounds upon which the appeal is based. The appeal should be
addressed to the Managing Director or other Senior Manager if the
Managing Director has a conflict with regard to the individual case. An
appeal can be made on the following grounds:
• Where the employee believes the disciplinary decision is unjust;
• Where the employee contends that a matter of fact has been
omitted or, if referred to at the disciplinary meeting, the fact has
not been properly taken into account in reaching the decision; or
• Where the employee contests the appropriateness of the type of
disciplinary action decided upon.

7.9.2 The Managing Director/Senior Manager will decide who is the most
appropriate member of Management to hear the appeal. This may
involve engaging outside expertise if appropriate. Arrangements to
hear the appeal will normally be made within five (5) working days of
receiving the written appeal from the employee. AllPro Recruitment
will endeavour to organise the date and place of the appeal hearing at
a mutually convenient time and place. If the employee is unable to
attend the first appeal date offered, an alternative hearing date will
be suggested. If the employee is unable to attend this second date,
the appeal hearing may be heard in the employee’s absence. In this
case the employee is advised to furnish the Managing Director/Senior
Manager with written evidence of the grounds of appeal.

7.9.3 The outcome of the appeal will be confirmed to the employee in
writing and will take one of four forms:
• The original decision will be upheld, in which case any disciplinary
sanction will be confirmed;
• The original decision will be overruled, in which case any
disciplinary sanction will be rescinded;
• The original decision will be substantially confirmed, but a less
severe sanction will be substituted for that originally imposed
(usually in cases of appeals based on extenuating circumstances);
or
• If new evidence is identified, the original decision may be
substantially confirmed, but a more severe sanction may be
substituted than that originally imposed. Depending on the
circumstances of the case the opportunity would normally be

Agency Worker Handbook
info@allprorecruitment.ie Axis Business Park, Tullamore, Offaly +353 (057) 933 9809
Page 15