Step 5: Interview employee Require the employee to attend a meeting to discuss the matter. Use the Requirement to Attend Disciplinary Meeting Letter.[/disciplinary-meeting-invitation/] Meet with the employee (and his/her...
Read more about "Step 5: Interview employee"...Step 6: Consider employee's explanation Adjourn the meeting to consider the employee’s explanation. Are there extenuating circumstances or mitigating factors? *Mitigating Factors Checklist* *Knowledge* (did he/she know rules and requirements?)...
Read more about "Step 6: Consider employee's explanation"...Step 7: Decision There are numerous possible outcomes to follow the investigation and interview process. *Unsubstantiated allegation* If an acceptable explanation is given by the employee, the employee should...
Read more about "Step 7: Decision"...Introduction *General Principles* Formal processes concerning unacceptable behaviour or poor performance should be: Initially avoided wherever possible by early application of positive remedial measures in the form of...
Read more about "Introduction"...Step 8: Implementation Call a meeting to convey the decision to the employee concerned. The employee should be allowed to be represented or have another person present...
Read more about "Step 8: Implementation"...Get advice on dealing with specific types of misconduct Absenteeism[/achieve-2/disciplinary-action/specific-types-of-misconduct/attendance-and-absenteeism-guidelines/] Dishonesty and Unlawful Activity[/achieve-2/disciplinary-action/specific-types-of-misconduct/dishonesty-and-unlawful-activity-guidelines/] Disobedience and Refusal of Instructions[/achieve-2/disciplinary-action/specific-types-of-misconduct/disobedience-and-refusal-of-instructions-guidelines/] Harassment[/achieve-2/disciplinary-action/specific-types-of-misconduct/harassment-guidelines/] Intimidation and Assault[/achieve-2/disciplinary-action/specific-types-of-misconduct/intimidation-and-assault-guidelines/]...
Read more about "Specific types of misconduct"...Attendance and Absenteeism Guidelines Download a flowchart for a guide to Dealing with Absenteeism. *Legal Position* All employees have an obligation not to absent themselves from work without good cause...
Read more about "Attendance and Absenteeism Guidelines"...Dishonesty and Unlawful Activity Guidelines *Legal Factors* All employees owe their employer a duty to work honestly and faithfully in carrying out their responsibilities. Any breach of this...
Read more about "Dishonesty and Unlawful Activity Guidelines"...Disobedience and Refusal of Instructions Guidelines Download a flowchart[http://eureka1.teesdaleassociates.com/uploads/Dealing-with-Disobedience-Refusal-of-Instructions.pdf] for a guide to Dealing with Disobedience Refusal of Instructions. *Legal Factors* All employees have a duty to comply with all...
Read more about "Disobedience and Refusal of Instructions Guidelines"...Harassment Guidelines Download a flowchart for a guide to Dealing with Harassment[http://eureka1.teesdaleassociates.com/uploads/Dealing-with-Harassment.pdf]. *Legal Position* Statute Law in the form of the Human Rights Act 1993 outlaws harassment of employees in...
Read more about "Harassment Guidelines"...