Why do we need it?
A disciplinary hearing could be required if, as we all want to work in an environment where there are never any employer/employee issues, problems occur.
Regrettably the world is not like that and a frame work needs to be established so that issues are dealt with in a structured and fair manner. The overall objective should always be to sort out the problem so that harmonious way forward can be found for both employer and employee to continue the relationship.
Sometimes this can’t happen and sanctions need to be imposed and they could lead to a disciplinary hearing.
Remember any sanction should be clearly documented including the length of time it is applicable – what steps the employer expects the employee to take to address any identified shortcomings, be they competence or to overcome specific disciplinary actions e.g. persistent lateness, what steps the employer can take to help the employee e.g. training opportunities.
The disciplinary procedure should always be found in the employee handbook and should always be referred to in the employee’s own employment contract. Normally it is cross referenced to a non legally binding handbook.
How to administer it?
I have set out below a typical disciplinary procedure which is applicable for any small or medium size company. For more help please email me via here >>>. The ACAS website can also provide some useful background help.