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Video instructions and help with filling out and completing List of disciplinary actions for employees
No one likes to think they'll have to deal with a staff disciplinary situation such as misconduct or poor performance but it does happen and it's important that you as an employer have a disciplinary procedure in place that's fair and transparent your disciplinary procedure should be in writing and be easily available to your staff it should stay what performance and behavior might lead to disciplinary action and what action you might take it should also include the name of someone your employee can speak to if they don't agree with your disciplinary decision it is important to carry out an investigation of a potential disciplinary matter without delay to establish the facts the investigator could be a member of your staff team or an external investigator with experience in HR the investigator should not have any involvement in the case you may decide that an employee should be away from work whilst you carry out the investigation in cases where a period of suspension with pay is considered necessary this should be for a shorter time as possible and it should be made clear in a meeting that this suspension is not considered a disciplinary action the investigation is to help you decide whether there is a disciplinary case to answer or not the investigators role is to work out the facts and determine what happened the investigation may include speaking to witnesses speaking to the employee with the subject of the investigation and gathering various documents at the end of the investigation a decision will be made as to whether no further action needs to be taken or whether there is a disciplinary case to answer if it is decided that there's a disciplinary case to answer the employees should be notified in writing this notification should contain sufficient information about the alleged misconduct or poor performance and it's possible consequences it should also include copies of any written evidence which may include any witness statements the notification should also give details of the time and venue for the Disciplinary meeting and advise the employee of their right to be company at that meeting the person or people here in the case should not have any involvement in the case it is being considered at the disciplinary meeting the employee should explain the complaint against the employee and go through the evidence that has been gathered the employee should be allowed to set out their case and answer any allegations that have been made the employee should be given an opportunity to ask questions present evidence and call relevant witnesses after the meeting decide whether or not disciplinary or other action is justified and inform the employee of your decision in writing your decision might be no action written warning final warning demotion or dismissal the letter outlining your decision following the disciplinary hearing should also outline the employees right to appeal and how they go about doing this if there is to be an appeal.