Planning the Next Interview
This interview is held for the purpose of passing out the decision of the manager in the
case, identifying the proposed action in terms of the sanction to be applied to the
individual. The actions that the management expect the individual to take and the time
limit by which the required improvement will be achieved, and the action the management
will take to help the individual to achieve the improvement expected. It is not a discussion
and it is certainly not a negotiation. There is also a last opportunity to ask the individual
to provide any different/new information that may explain why the individual acted as
they did. If this new information is important enough to make the manager think about the
action that was due to be taken, the meeting should be adjourned while the new
information is checked out. It is probable however that there will be no new information
and if that is the case the manager simply carries on with the prepared statement. The
manager should make the statement in full and refuse to be drawn into discussions or
negotiations about the statement. The other thing this interview is for is to explain to the
individual their rights of appeal against the decision and the process they should engage
in to exercise those rights. This right will either be through an internal appeal system, or
through exercising every employee’s right to take out a personal grie vance, or both.
Follow Up
Following the completion of the disciplinary process there are several things that the
manager is required to do.
The manager should record the details of the process. The more detailed the record the
better, but the following must be recorded in the individual's personnel file and a copy
kept by the manager:
▪ Details of the situation and rule that was breached. ▪ Details including dates and times of the investigation carried out and interviews held. ▪ Decision reached and actions expected of both management and individual. ▪ Time limit covered by the decision. ▪ What will happen to the record if the expectations are met by the time limit.
The manager should communicate the outcome of the disciplinary process to everyone
who needs to know.
The manager should put in place systems that will allow the action to be taken by
management to happen.
Made with FlippingBook flipbook maker