COMPANY EFFECTS: Are there any current problems in the organisation that may be affected either way by your decision?
PRECEDENTS: Are there any precedents set for similar problems and circumstances?
Then think about the structure of the interview itself. What follows is an indication of the general pattern of disciplinary interviews, and should be treated as such rather than as a template, which should be followed mechanically. Manager's Opening Statement This will outline the purpose of the interview. It should make it clear that the interview is taking place within the disciplinary procedure; identify the stage in the procedure and the level of sanction available at that stage, if it was found that the breach of rules indeed occurred. The last is particularly important. The aim of the manager should be to obtain the best possible outcome for the organisation and the individual. In order to make that more likely everyone involved must be fully aware of the seriousness of the situation. The opening statement should also introduce everyone and outline his or her role in the process. The statement should end by outlining how the interview will be structured, and conducted and ensure that everyone understands the process as outlined. Statement of the Situation The manager should outline the case. This outline should include a statement about the alleged behaviour of the individual concerned, the date, time and place of the behaviour and should clearly state which rule(s) the behaviour breaches and why. Individual's reply At every disciplinary interview, the individual concerned must be allowed to explain their behaviour and to ask the manager any questions that the individual feels need to be asked. General Questioning and Discussion Remember that even though the manager believes that the investigation has shown that there is sufficient evidence to convene a disciplinary interview, it does not automatically follow that the individual will agree with that view. It also does not necessarily mean that the outcome of the interview will be disciplinary action. Some information may emerge that points the manager to act in a way other than disciplinary action, such as training the individual, or even cancellation of the disciplinary process against this individual and opening another disciplinary investigation of some other individual. The discussion should be open and free enough to allow all of the circumstances to be fully explored and considered.
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