Disciplinary Procedures
There may be times when you consider that an employee’s performance, conduct or other actions are unsatisfactory. In these circumstances, you should take immediate steps to deal with the situation. But before launching into disciplinary procedure, it is best to investigate the situation as thoroughly as possible first. Speak to everyone concerned to gather the facts and then take steps to respond to the situation appropriately.
Standards Of Conduct
You need to consider what standards your disciplinary procedure will be used to uphold. From these you should draw up rules which set the standard of conduct you expect from your employees. These should be reasonable, non-discriminatory and reflect the needs of your business. It is helpful to consult with your employees prior to imposing any changes.
Your business rules should be clearly communicated to all your employees in a way that they understand. Rules can cover the following:
- standards of work;
- personal appearance;
- conduct;
- timekeeping;
- absence;
- holidays;
- smoking;
- health and safety;
- non-discrimination;
- use of facilities.
You should also set out behaviour that will be treated as ‘gross misconduct’, which is serious enough to lead to dismissal without notice. Examples of gross misconduct may include:
- theft;
- fraud;
- drunkenness or drug abuse;
- bullying;
- gross negligence;
- gross insubordination;
- serious breaches of health and safety;
- wilful damage to property.