The Employee Appeals Sub Committee was scheduled to meet to hear an appeal against employee dismissal. Due to the confidential nature of the business to be discussed, the public was to be excluded from the majority of the meeting.

Employee Dismissal Appeal

The committee was scheduled to consider an appeal against employee dismissal. The meeting was to be structured as follows:

1. Introductions of those in attendance, including the members hearing the appeal, a human resources advisor, a legal advisor, a note taker, the manager presenting the case, the appellant, and the appellant's representative.
2. The appellant was to present their case, including supportive evidence, documentation, and witnesses.
3. The committee members were to ask questions regarding the appellant's case, including questions to witnesses.
4. The manager presenting the case may ask for points of clarification of the appellant or witnesses.
5. The manager was then to present their case, explaining why the original decision was considered appropriate.
6. The committee members may ask questions of the manager and their witnesses.
7. The appellant (or their representative) may ask for points of clarification from the manager or their witnesses.
8. Appellant's concluding remarks (if any).
9. Manager's concluding remarks (if any).
10. After an adjournment, the chair of the sub committee hearing the appeal will give the decision, or the parties will be offered the option of being notified of the decision the following working day by the human resources advisor. In any event, the decision will be confirmed in writing to the appellant.

The Appeal Hearing Structure document states that:

The function of the Appeal is to consider the evidence in the light of the submissions made by the Appellant, together with the Council's response and to decide upon the fairness and reasonableness of the decision. It is not a rehearing. It is a review process.

The document also notes that appeals against disciplinary action will only be considered on one or more of the following reasons:

• The procedure - the grounds of appeal should detail how procedural irregularities prejudiced the disciplinary decision.
• The facts - failure to take account of material evidence.
• The decision - the decision did not justify the level of disciplinary sanction imposed.

Declarations of Interest

Councillors were to declare any disclosable pecuniary interests¹ (DPIs) or non-DPI interests relating to items on the agenda.