MANAGEMENT DISCIPLINARY MANUAL
" M.I.D. House of Diamonds "
How to handle a discipline problem
One of the best ways to ensure that employees engage in conduct and performance that
is acceptable is to make sure that they are aware that you are aware there is a problem as
early as possible. The first time you become aware of a bit of poor performance of an
employee, or behaviour that is against the rules but is not really serious, you must have a
private word with them.
Take them out of the public area and ask them why they are underperforming or
behaving badly (i.e. breaking the rules). Listen to their reason and either accept and offer
any help to ensure that it doesn’t carry on, or if you don’t accept it (and the decision to
accept the reason or not is yours) tell the employee that this situation is unacceptable and
must not happen again.
Inform the employee that what you are doing (this discussion) is not a part of the
Discipline procedure, but warn the employee that if it does happen again you will have
no alternative but to move into the disciplinary procedure.
Make no official record of the discussion but keep a note in your diary that it took place.
Most people will accept that they can’t carry on operating the way they are and they will
change their behaviour. If the behaviour doesn’t change and the problem happens again ,
then follow the instructions below.
Activation of Disciplinary Procedure
It is important that all employees are treated fairly if they are the subject of a disciplinary
complaint. To achieve this level of consistency managers should operate as follows in
every case, except where the problem is seen as serious misconduct.
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