As an employer you would carry out a disciplinary procedure if you felt that the employee had conducted themselves inappropriately within the workplace and feels there are issues that need addressing. It also enables the employee to be able to address any areas of concern that they feel need to be discussed with you during the disciplinary process which could be considered a mitigating circumstance.
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,
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.
The formal process is a more structured disciplinary process that involves different stages. They include the following.
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.
When you own a business it is important to be aware of the formalities of a disciplinary procedure should this ever occur with one of your employees.