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 Trust has a duty to promote equality of opportunity and the removal of discrimination where it is found to exist and will apply this policy fairly and consistently irrespective of race, disability, gender, sexual orientation, religion or belief, age, gender identity, caring responsibilities, flexible working status, pregnancy, relationship status, staff association or trade union activity.
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 decision made through a number of the Trust’s other Policies and Procedures, including where that formal sanction has taken the form of termination of contract (dismissal). This may include the submission of new and relevant evidence that was not available at the original hearing.
For the purpose of this policy working days are categorised Monday to Friday (Weekends and Bank or Public Holidays are not considered working days).
|Compiled by:||HR Business Partners and Advisors|
|Ratified by:||Trust Executive Committee|
|Date Ratified:||April 2021|
|Date Issued:||September 2021|
|Review Date:||April 2024|
|Target Audience:||All staff|
|Contact name:||HR Business Partners and Advisors|
- Disciplinary Policy and Procedure
- Performance and Capability Policy and Procedure
- Organisational Change Policy (in redundancy situations)
- Sickness Absence Policy
- Policy and Procedure for Grievance (outcome at formal stage)
- Dignity at Work Policy (including formal outcome of the investigation)
- Conduct, Capability, Ill-Health and Appeals Policies and Procedures for Practitioners