Summary At the end of the interview, the manager should summarise the interview factually, and
then adjourn the meeting. The summary should also indicate those points (if any) that the
manager wants to check. The manager should indicate the action that will be taken to
check on those points, and when the next interview will take place following the checking
of the points and the manager deciding as to the outcome of the disciplinary interview.
The manager should ensure that the next interview takes place within a reasonable time
while allowing sufficient time for the points to be checked thoroughly and proper
consideration of the overall information to have taken place.
During the Adjournment
The manager should do the following during the adjournment:
▪ Check the outstanding issues from the interview.
▪
Re-appraise the case.
▪ Decide as to what action to take based on the facts.
▪ Check with other managers as to their knowledge of the individual (this may lead to
changes in the action already decided depending on what the other managers say).
▪ Check the individual’s record. ( This may lead to changes in the action already
decided depending on what is in the record).
▪ Finally decide what action, if any, to take and an explanation as to why this action
has been decided on.
▪
Plan the next interview.
Check Outstanding Issues
The manager should check the real status of the rule that has allegedly been broken.
Checking past records of similar rule breaches and talking to other managers about how
they would handle a breach of this particular rule should do this. The manager should also
look into the particular circumstances surrounding this particular situation, particularly if
there has been a strong claim for mitigation at the interview. Finally, the manager should
check facts and information which were produced at the interview.
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