Wurkplace offers disciplinary support, advice and facilitation.
The employee handbook plays a huge part in the disciplinary process. It should clearly state how the process should be followed and when there would be risk of disciplinary. Remember to be consistent, you cannot discipline one employee for doing something everyone else gets away with.
Disciplinary and dismissal procedures should be fair and followed accurately. Without following proper procedures employees of 2+ years can raise an employment tribunal claim for unfair dismissal however, discrimination claims for protected characteristics have no such time frame. The correct procedure is as follows:
- Inform employee of any issues following the investigation
- Invite employee to the disciplinary hearing
- Hold the hearing and give the outcome
- Offer the right to appeal any decision
Examples of when to take disciplinary action:
- Regular absences or lateness
- Misconduct in the role
- Poor performance
- Lack of capability
Following the regulation set out under the Employment Rights Act 1996 legislation will allow you to avoid unfair dismissal claims in turn saving you money in compensation pay outs and fines.
An experienced Director who controls and oversee all business operations, people and ventures. Responsible for the overall success of the business.
As a leader, he is able to steer a company to the most profitable direction while also implementing its vision, mission and long term goals. Additionally, he has strong crisis management skills to “save” companies in times of need.