Formal Process

Knowing how to deal with any disciplinary hearings in the workplace is an important and lengthy process so ensuring you have a knowledgeable and hardworking HR team to be able to deal with this is important for your business. The formal process is a more structured disciplinary process that involves different stages. They include the following.

Disciplinary Process

Why would you have a disciplinary procedure?

You would be likely to begin the process if you felt that the employees behaviour is not compatible with the business ethos and working practise that is expected. Reasons for initiating one may include,

  • To be able to discuss with the relevant employee that their working behaviour is not acceptable.
  • To initiate a dialogue with the employee to be able to resolve any issues.
  • Instigate any necessary penalties due to the employees inappropriate behaviour.
  • To avoid any claims that the employee was dismissed unfairly.

Informal Process

You may instigate an informal chat with the relevant employee to discuss issues that are affecting their ability to carry out their work duties and express any concern, before any formal complaints are made. This enables the employee to be aware of your concerns and hopefully rectify any alarming behaviour.

It is still important for you as the employer to make a written record of the informal chat in case this is needed later on in the process. It will provide evidence that the employer provided the employee with the opportunity to make positive changes.

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