Managing the Disciplinary Process

Having problems with staff and need to take them through the disciplinary process? D&G Prevent can bring you through the entire process from the initial letter , right through to the outcome of the procedure. (up to and including dismissal) The disciplinary procedures provides for warnings to be given for failure to meet the Employer’s standards of job performance, conduct and attendance or for breach of any of the terms and conditions of employment contract . If disciplinary action becomes necessary, each case will be treated consistently and fairly. The following is the procedure taken by D&G Prevent in cases of misconduct or failure to perform the job to acceptable standards.

1. Meet the Client

D&G Prevent meet to fully understand the challenge you are facing with the employee before an investigation meeting is arranged. This will involve a full briefing from the manager and any other relevant parties. All relevant statements are taken at this stage and relevant CCTV is identified and viewed.

2. Invitation to the Investigation meeting:

Prior to the investigation meeting D&G Prevent will send out an invitation to the staff member involved. This invitation will clearly outline what is being investigated and make the employee aware of any statements or CCTV that is pertinent to the investigation. This information is made available to the employee being investigated.

The purpose of the investigation meeting is to discuss all the information available with the employee and get their view on what happened. The employee is entitled to a witness and there should be a note taker present. This is a fact finding meeting and you must be seen to be fair and impartial. After the meeting the notes are typed up and sent to the employee for their approval and to ask them if there is anything they would add or delete. After reviewing the meeting notes a decision is made to either proceed with a disciplinary meeting (invitation must be sent to the employee) or to drop the matter.

3. Disciplinary Meeting

The purpose of this meeting is to discuss the matter further with the staff member taking into account the investigation meeting notes. The staff member is entitled to representation and the outcome of this meeting could lead to a disciplinary action including dismissal. Again the notes must be typed up and shared. A decision is them made within an agreed timescale . We will send the relevant paperwork to the employee informing them of your decision and why.

4. Appeal

The employee is entitled to appeal any decision within a certain timescale if they are unhappy with the decision.

Note:

80% of WRC awards are made against the Employer because of 1 reason - “ The absence of fair procedure “ during the disciplinary process.ie. You do not follow the correct procedure in dealing with the issue. It does not matter what evidence you have, if you do not implement the proper "disciplinary procedure" you will lose in the WRC.

You cannot as the owner be the judge and jury so you cannot facilitate / manage all these meetings. It makes huge sense to outsource one of the stages as you will be seen to be fair and using an independent advisor. If you would like to outsource this complicated, error prone , stressful and time consuming procedure please call me Dermot on Tel: 086-8436361