Divide this text into sentences and correct mistakes: At HR, 180 days are often really tricky to deal with. You should have a clear process, so let's take a look at what that should be. Firstly, you'll need to decide if Jeff actually did anything wrong. Was it just a spat or was there violence? The staff handbook explains what falls into a minor or more serious category. Most minor matters can be dealt with informally. First, speak to the two of them separately and then see whether they're willing to talk with each other. You're trying to make sure that they'll work together positively in the future. You do, though, need to make it clear what you expect of them both. Everyone should leave the meeting knowing what they've done wrong, if anything, and what will happen if the situation occurs again. So what if Jeff did punch his colleague? This is a definite disciplinary breach, so you'll need to consider the next three steps: suspension, investigation, and disciplinary. You need to decide if Jeff should be away from work during the investigation. Tell him what you think has happened and that suspension is just a precaution. It will be on full pay and doesn't mean you've decided anything yet. He needs to go home and not talk to anyone at work. Now that the difficult conversation is out of the way, don't forget everything always needs to be confirmed in writing, especially if the individual mentioned something during the suspension meeting. As the line manager, you'll be making the final decision, so you'll need to get someone else to do the investigation. Someone who hasn't had any involvement so far and can look at it with a fresh pair of eyes. Why handle this on your own? Call HR 180 and...
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Disciplinary action procedure Form: What You Should Know
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