Dismissals in the Civil Service - Good practice principles applied by the
Civil Service Appeal Board
Proportionality
Was dismissal reasonable in the circumstances of the case?
-
in cases of discipline, should a lesser penalty have been considered?
-
in cases of performance inefficiency was downgrading considered, or a
change of duties/ line manager before proceeding to dismissal?
-
in cases of attendance inefficiency, was a change of duties or location
considered? Were reasonable adjustments properly considered and, in the
cases of long term absentees, a phased return to the workplace proposed
before proceeding to dismissal?
-
in all cases, has sufficient account been taken of mitigating
circumstances? The Decision Maker should take into account an
individual’s general performance, attendance record and conduct, together
with any mitigating circumstances, before reaching their conclusion.
It is important that the reasons for dismissal are explained fully in
writing to the individual.
