Managing the Disciplinary Investigation
Dealing with disciplinary issues is often seen as one of the most stressful experiences of a small business owner.
Failure to get the process right can cost the business large sums of money in compensation besides the lost time and lost sleep due to stress and worry.
The Best Advice In 3 Easy Steps!
Some of the more common reasons for disciplinary investigations include:
- Poor performance
- Breaches of company policies, house rules or codes of conduct
- General misconduct or acts of serious misconduct
- Poor timekeeping and persistent lateness
- Repeated absence or unauthorised non-attendance
- Bullying, harassment or intimidation
Due process must be followed from the moment you decide that an alleged act or omission on the part of an employee needs further investigation. This includes inviting the employee to a meeting in order to get their response to the allegations and considering their response before deciding on a range of possible outcomes. The employee should also be given the opportunity to seek advice and to be represented during any disciplinary investigation meeting.
EIPM can help
Always take a step back and seek advice before taking any disciplinary action. Do not risk getting this wrong – it’s not worth it!
EIPM can advise and assist throughout the process from drafting the letter of invitation to the meeting, assisting in the investigation meeting itself, assessing your risk and advising on possible outcomes and following through with the process to its conclusion.
EIPM can offer the combination of being well-versed in employment legislation together with many years of hands-on experience dealing with numerous disciplinary processes.
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