- Introduction
- 1. Procedures
- 2. Reasons
- 3. Fair
- 4. Warning
- 5. Meeting
- 6. Contract
- 7. Dismissals
- 8. Absenteeism
- 9. Abandonement
- 10. Criminal
- 11. Instant
- 12. Suspending
- 13. Trial Period
- 14. Fixed Term
- 15. Constructive
- 16. Illness / Injury
- 17. Incompatibility
- 18. Redundancy
- 19. Resignation
- 20. Disciplinary
- 21. Conflicts
- 22. Principles
- Summary
Points to consider
When identifying situations where any form of disciplinary action needs to be taken, situations tend to fall into four different categories:
- Personality conflict.
- Incompetence.
- Complaints.
- Misconduct.
All employee’s need to know what type of behaviour warrants disciplinary action and what procedures will be followed.
In some situations it is very clear what action needs to be taken. In others a different set of rules apply. The employer must go to the source of the problem, and look at each case individually. Identify the facts. Find specifics. Consider any extenuating circumstances. Be clear about your expectations, both of yourself and your employee.
