![]() ![]() ![]() Get the employee’s side of the story before you decide on next steps. Step 1 – Get an initial understandingĮstablish the facts as soon as you can. If you have an employee who may have a potential discrimination claim, or who may be able to bring an unfair dismissal claim, this is even more crucial.Ī clear procedure can also help keep matters calm and professional in situations where emotions are potentially running high. Invite the employee to a disciplinary meetingĭisciplinary action can feel quite formal and time-consuming, but it’s important to follow the procedure correctly to protect yourself from legal claims.If you find yourself defending an employment tribunal claim, failure to follow the ACAS code will count against you. informing them of their right to appeal your decision.making sure the employee is aware that they have a right to be accompanied in the disciplinary meeting.putting clear allegations in the invitation letter.The basis of a formal disciplinary policy is the ACAS Code of Practice, which sets out the expectations for a fair process. ![]() However, if you have an employee presenting repeated or serious misconduct issues, you should follow the disciplinary procedure set out in your employment policies. A quiet word and a reminder of your standards may well be enough. In most instances, issues of employee misconduct can be dealt with informally. Disciplinary procedure: taking formal action against misconduct.
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