It's never easy when working relationships break down and the need to consider the disciplinary procedure arises. However, tackling poor conduct is an important part of a manager's role.
The disciplinary procedure is attached to this page and is supplemented by the following:
- manager guidance
- templates
Procedure
The aim of the procedure is to provide a fair and consistent means for you to address and improve an employee's conduct where it doesn't meet expectations.
It outlines when the procedure should be used and what the key elements of the disciplinary process are.
It also includes examples of what sorts of behaviour constitute misconduct.
Guidance
The aim of this document is to provide practical support, advice and guidance in managing employees' conduct. It should be read with the disciplinary procedure.
Their use will ensure we're objective and non-discriminatory in our approach to employee discipline issues.
Guidance is provided on:
- record-keeping
- the improvement process
- suspension
- investigation
- disciplinary hearings and appeals
- disciplinary action
Top tips
Attached to this page are some quick tips to help in managing employee conduct.
They include tips on:
- avoiding the need for a disciplinary hearing
- investigatory meeting
- presenting a case
- roles at hearing
- statement of case
- suspension
- witnesses
It won't give you all the detail but might be helpful as a short guide to some of the main points.
It's particularly helpful if you're new to the procedure or need a quick refresher.
Manager and HR responsibilities
A summary of manager and HR responsibilities for implementing this procedure is attached to this page:
- guidance on respective responsibilities on allegations, suspension, investigations and hearings
- what is expected of managers in implementing each stage of the procedure and the support they can expect at each stage from HR
Please contact the advice and support team for further information.
You can view the disciplinary procedure on SharePoint.