Disciplinary procedure

Disciplinary procedure
See also
Works committee Shadow director Reliance letter Safety statement Quality manager Conditions of employment Authorized person Scope of activities Internal audit

Disciplinary procedure is a formal procedure of fair and coherent conduct in disciplinary matters through a system of gradually severe sanctions imposed by subsequent levels of management . The disciplinary procedure should be noted down. It should be easily accessible, understood and known by everyone employee. This will show the employee the action that employer will take in case of miscounduct . A disciplinary procedure need to include a prevailing statement concerning the employer's attitude towards discipline. This should show that a precursor of formal disciplinary activity will be counseling or informal intervention, with the object of resolving disciplinary problems. Just when informal intervention will not work will it be essential to escalate the scope and extend a formal disciplinary procedure.

Investigation procedure

The standard investigation procedure is :

1. Set out In writing supposed behavior or considerations that have conclude to disciplinary action or displacement.
2. The employee must receive a copy with an invitation to a meeting to discuss the problem.
3. Give the employee a wise time to deliberate a response before the appointment.
4. After the meeting employee must be informed of the employer's decision and right of appeal.
5. If an employee wants to appeal the employer has to be informed and another date set for an appointment.
6. The final decision has to be submitted In writing to the employee.

If an employee's actions are serious the procedure might be entered into at the appropriate stages.

Recommended stages:

• Written warning - recommended duration is six months
• Final written warning - recommended duration is twelve months
• Dismissal - is permanent

Gross misconduct

There are branches of rules and standards that are unacceptable in any circumstances. That is serious misconduct like theft, fraud, violence or serious insubordination. In case of "gross misconduct" the probability is that if the investigation gives evidence that supports the charge, the employee will be dismissed even though it is his or her first offense .

References

• Banfield P. Kay R. (2012) Introduction to Human Resource Management, OUP Oxford
• Burchill F. (2014) Labour Relations, Macmillan International Higher Education
• Cressy S. (2003) Business Management for Hairdressers and Therapists, Heinemann
• Durai P. (2010) Human Resource Management,Pearson Education India
• Emir A. (2014) Selwyn's Law of Employment, Oxford University Press
• Farnham D. (2000) Employee Relations in Context, CIPD Publishing
• Sherry J.A. Institute of Personnel Management (1979) Disciplinary procedures and practice, the Institute

Author: Magdalena Łubiarz