When to use Disciplinary Procedures

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.

Get advice

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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Testimonials

Northern Accountants

Sarah and the team at Quest have provided us HR support since January 2013.

Quest Consulting Services provided us with a comprehensive employment structure with contacts and a handbook and have been on hand to help me deal with the occasional issue I have faced with team members through their telephone support service.

As our personal Consultant, Sarah provides a quality, professional and complete service which is great value for money.

Northern Accountants

Off Limits Corporate Events

Sarah has transformed our HR and has introduced systems that have taken lots of hassle away from staffing issues within our company.

We have worked with Sarah and her team for 5 years and in this time our business has grown considerably. With telephone support available for all our Managers as they need it plus Sarah and her team proactively keeping us updated on changes in legislation we are reassured that we are in safe hands.

The HR software that Quest implemented also helps us keep on top of the routine aspects of HR such as holiday bookings, recording absence, holding personnel records which then allows Sarah and her team easy access to give us relevant advice.

Our Managers have also benefited from workshops run by Sarah to help develop their skills on handling issues such as disciplinary, appraisals, recruitment etc….

The support of Quest is invaluable and provides a much more cost effective solution than employing a HR Manager in house.

Off Limits Corporate Events

10 Associates

Why would anybody NOT have Sarah working 'alongside' their business?

I've known Sarah for many years and she's always been there for me and the business when her wealth of knowledge has been called upon.

We have used Sarah and her team to handle our contracts, handbook and Health & Safety and they are readily available on the telephone when needed or on site at our premises.

Highly recommended.

10 Associates

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