Thank you to Anna Peal for her opinion. I still very much differ in that a disciplinary enquiry is not a formal court case and an employer is not bound by the actual bidding of the notification to appear at the disciplinary enquiry. The employer can send an addendum to that as it doesn’t require any further evidence of outline of the wrong doing. The wrong doing remains the same.
It would be important to also have a look at the Code of Good Practice in the business and in particular the disciplinary code.
If necessary they can even postpone the disciplinary enquiry. Assaulting a colleague almost every single reason would be good grounds to terminate the employment relationship.
