20. General disciplinary procedures

Objective

The main objective of disciplinary action is to improve the behaviour and performance of employee’s. It is to ensure the accepted standards of conduct and performance are understood and met by all employee’s. If an employee fails to reach the expectations as set out in a job description or employment contract, some form of counselling or disciplinary action will be required. Using a procedure will help by:

protecting an employee's rights;
clearing up misunderstandings; and
finding a complaint has no basis.

Disciplinary procedures are not meant to be used as a form of punishment or to seek revenge. This is a corrective procedure. Before taking disciplinary action, check you are following the correct procedure as outlined in any employment contract you may have in place. If there is no contract in place, the following guidelines should be followed.

Action must be taken promptly as soon as possible after the event.
Every employee must be treated equally and fairly.
Similar offences must receive similar disciplinary action.
- The degree of discipline must be related to the seriousness of the offence.
The employee's work record and any relevant circumstances must be taken into account.

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