Alison has worked for AB Pharmacy for three years as a counter assistant and is known for being difficult at times. Her behaviour can have a detrimental impact on the team, particularly as she can be abrupt and rude towards her colleagues and is often late for work.

Alison has been spoken to informally about her behaviour and timekeeping on several occasions and been told that she needs to be respectful to her colleagues and arrive at work on time. Each time, Alison has stated that she is just being herself as she has a loud and direct personality. Following an incident where Alison arrived for work 20 minutes late, a note was made in her personnel file that any further instances may result in disciplinary action.

Five weeks later Alison arrives late for work again. Julie, her supervisor, holds an investigation meeting, during which Alison says she missed her bus. Julie decides the matter should proceed to a disciplinary hearing.

Julie checks the disciplinary policy, which confirms that poor timekeeping is misconduct and could result in disciplinary action. Julie therefore decides there is no need to suspend Alison. Alison is invited to attend a disciplinary hearing on 29 January with Joanne, the pharmacy manager. The letter inviting her to the disciplinary hearing confirms the following:

• The allegation against her
• That a possible outcome of the disciplinary hearing may be that she is issued with a verbal warning
• She has the right to be accompanied by a work colleague or trade union representative.

Enclosed with the invitation letter is a copy of the minutes from her investigation meeting with Julie and a copy of the note retained in her personnel file regarding timekeeping.