From time to time it may be necessary to commence disciplinary proceedings against a staff member. The outcome of disciplinary proceedings may range from no further action to be taken through to the possibility of a verbal warning or even summary dismissal.
If you are considering disciplinary action you will need to ensure you have given the employee a copy of all information that you are relying on in making the decision, such as evidential documentation.
Your employee must be given a genuine opportunity to comment on both the allegations, and the nature of any likely outcome, prior to the decision being made an outcome. The employer must approach disciplinary proceedings with an open mind, and be ready to hear the employee out before making their decision.
Refer to our step-by-step process guide sheet. We also have some draft sample letters.
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