Disciplinary process flowchart
Potential Problem Identified
Manager believes that information suggests there is no problem, or no rule has been broken. Process ends and work carries on as normal.
Manager Carries out thorough investigation
Manager believes there is a problem, but some other action than disciplinary should be taken.
Outcome of investigation
Manager believes there is a problem and can identify one or more rules that have been broken, therefore decides that discipline is the way to respond.
Seek advice from other managers to what other action to take. For example: Training.
Individual advised of right to be represented by representative of their own choosing and encouraged to take up that right, and encouraged to have that representative talk to other witnesses to gather information to present to the disciplinary hearing.
Manager convenes a disciplinary hearing, in attendance of the
Manager implements action.
management. Manager and individual are to be advised of right to be represented by a representative of their own choosing.
Manager runs a hearing and gathers information. Then meeting is closed and new meeting (Disciplinary Action Meeting) set up.
Manager reviews information, checks facts, checks personnel record and determines which action to take.
Individual decides whether or not to appeal through the internal appeal process
Manager holds Disciplinary Action Meeting and informs individual of decision and right of appeal.
Manager implements action and records process used.
Individual appeals and Manager produces record and explains process.
Dotan Meirov COO M.I.D. House of Diamonds
Made with FlippingBook flipbook maker