Read the outcome of a case

What this achieves

After an action has been served, the case records what the employee did with it and which consequences actually took effect. Reading it is how you find out whether a consequence applied, was held, or was reduced by a cap — which is not always what the ladder specified.

Required role: Administrator or Manager.

Steps

Go to Disciplinary → Disciplinary Cases.
Open the case.
Read the Resolved stage and its Consequences — what the ladder specified.
Read the Acknowledgment panel — what the employee did and what it permits.
Read Applied consequences — what actually happened.
Select View letter to see the document the employee was served.

Specified is not the same as applied

Two lists on the case look similar and mean different things.

Option	Description
Consequences	What the resolved stage of the ladder specified.
Applied consequences	What was actually carried out, with the real amounts and their status.

They differ whenever a cap reduced an amount or the employee’s response held one. Read the second list, not the first, when you need to know what happened.

The acknowledgement panel

Option	Description
Outcome	What the employee did — acknowledged, disputed, or refused.
Consequences allowed	Whether consequences may be carried out at all.
Monetary allowed	Whether the monetary consequence in particular may be carried out.
Held	Whether anything is being held pending review.

Those three flags are the disciplinary policy applied to this employee’s response. A refusal under a policy that blocks, or a dispute under a policy that holds, will show here as consequences not allowed or as held.

Example: Tom Hargreaves disputing a deduction, where HC Corp UK Ltd holds consequences during a dispute, shows the deduction held and the money not taken. Nothing chases that for you — a held consequence stays held until a person deals with it.

Reading an applied consequence

Each applied consequence shows its type and its status.

Option	Description
Consequence applied	Carried out.
Disputed	Held, pending review of the employee’s dispute.

Where money is involved, the row also shows the Final amount. Where a cap reduced it, a Cap note explains why and any Deferred remainder is recorded.

Example: a deduction specified at £200 against an employee already at HC Corp UK Ltd’s monthly cap is applied at the reduced figure, with the note explaining the reduction and the remainder recorded rather than quietly dropped.

Check the final amount rather than the specified one before you tell anyone what they were charged.

Where each consequence goes

Consequences do not all behave the same way once applied.

Option	Description
Monetary deduction	Settles through payroll. It is not entered into payroll separately — the case carries it, and it is taken on the run for the month it is booked against.
Bonus ineligibility	Feeds reward eligibility, where a reward rule is set to honour it. The employee sees, in their own rewards view, that they are not eligible for an additional reward until a stated date because of a disciplinary action on record.
Warning	Recorded on the case, and counts as an incident of this violation towards the stage of the next one.
Unpaid suspension	Recorded on the case with the number of days.
Probation	Recorded on the case with the number of days. This is a disciplinary probation and is separate from the probation period on an employee’s own record.
Training requirement	Recorded on the case with the number of days to complete it in.
Custom	Recorded on the case under the label you gave it.

Of these, the deduction is the one that moves money on its own. For the rest, the case is the record and carrying them out is your process — check what your own procedure requires rather than assuming the product has done it.

The served letter

View letter shows the document as it was issued, in the language it was served in. It is stored with the case rather than regenerated, so it still says what the employee was actually shown even after you have edited the template it came from.

What is permanent

Item	Can it be changed?
The employee’s response	No. It is recorded with its timestamp and a copy of what was on screen.
The served letter	No. It is stored as issued.
The case itself	No. There is no edit control on a case at any stage.
Cancelling	Only while a case is in draft or awaiting review. Not after it has been approved and served.
An applied amount	No. A correction is made through payroll, in a later period.

There is no reopen. A case that resolved wrongly is corrected by whatever your process requires elsewhere, not by editing history here — which is the property that makes the record worth having.

What happens next

The case counts as an incident of its violation type for that employee until the type’s reset window elapses, and until then it raises the stage of the next case of the same type. Where a deduction applied, it appears on the payslip for the period it settles in.