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Key areas to cover

Appeal hearing

Was the process conducted in line with policy, law and legislation?

Was sufficient evidence collated in order to reach a fair decision? If not, why and can this now be put right?

If the process was not conducted correctly, why? Could this have affected the decision-making process and can it now be put right?

Was the outcome fair or, in other words, was the decision made consistent with the action that any reasonable employer in this situation would adopt, and consistent with action taken by Zen in similar situations?

As the appeal manager, you must determine what appropriate questions to ask the indiviual to understand their reasons for appeal. It will be useful to separate the appeal into key points. It will make the process and subsequent correspondence a lot easier.You must be able to answer, and evidence, the following points:

If the decision was based on reasonable belief, having considered the evidence and spoken to the individual at the appeal hearing, do you also have reasonable belief that the accused committed the allegations against them?


You should ask for guidance from the individual as to what steps they think you should take to investigate their appeal, e.g. who they want you to speak to and, ultimately, how they think the matter could be resolved?

You may decide not to take the actions as suggested by the individual but the better you understand why they are dissatisfied, the more likely you will reach a solution that will leave them satisfied and less likely to lead to further challenge.

It is useful after each key point has been discussed to summarise your understanding, confirm the actions (if any) to be taken, and to get the individual's input into how the matter can be resolved.