Planning the Next Interview
This interview is held to pass 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 expects the individual to take 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 grievance, 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 include dates and times of the investigation carried out and interviews held. ▪ Decisions reached and actions expected of both management and individuals. ▪ 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.
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