How and why to use disciplinary processes
Many small businesses avoid the use of disciplinary procedures because they are put off by the formality of the process, however they experience frustrations when issues persist with employees that start to impact on their businesses.
What is a disciplinary process?
The first step for any business is to ensure you have a clear, documented disciplinary policy to follow. We help our clients by writing these and providing the guidance on how to apply the policies.
The outcome of any disciplinary process is ideally to see a positive impact and so rather then thinking of these processes as being there to punish consider them a tool for improvement in your business.
Capability or Misconduct
I often hear business owners commenting that nothing can be done about issues such as attendance, punctuality or performance and this is absolutely not the case and is why capability procedures should be clearly defined in your policy.
Misconduct is probably the most recognised area that Disciplinary is used for to address issues as this is responding to an action or situation.
Follow the process
When you have identified an issue that needs to be dealt with under your disciplinary process then it’s important to follow the correct steps through inviting an employee, giving the right to representation, providing any evidence in advance and considering the evidence / opinions / facts offered by the employee before making a decision.
Decision should be confirmed in writing and clearly stating the improvements required and consequences for not doing so.
If you do not feel confident in handling a disciplinary situation or if you are not sure that this is the right course of action then always get advice. We provide our clients advice and guidance on matters such as this or use services like ACAS to get some guidance.
If you would like to have a free initial consultation to talk through any staffing concerns, please call us on 0844 8797286
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