The action decided by the manager should be implemented immediately.
If the action is anything short of dismissal, don’t wait for an internal appeal to be lodged,
act now, it can always be rescinded on a successful appeal.
If the action is dismissal then the internal appeal should be held as quickly as possible,
and the employee should be suspended without pay until the outcome of the appeal, at
which time the action should take place, or the employee should return to work. If there
is no internal appeal then the dismissal should take place immediately.
Finally, the manager should recognise that there needs to be a relationship-building
process. Disciplinary action while necessary is also a source of discomfort, resentment and
possibly embarrassment to individuals. Following a procedure properly every time will
make it more likely that the result is fair and reasonable in all the circumstances, but it will
not endear the manager to the individual who has just been disciplined. Nevertheless the
two people have to work with each other. It is easier for the manager to behave in a
responsible way that will encourage the individual to respond similarly. Once the
discipline procedure has been handled normal work relationships should be resumed as
soon as possible.
Discipline Procedure for Cases of Serious Misconduct
Once you become aware that there is a potential serious misconduct problem you should:
▪ Immediately suspend the alleged offender on full pay.
▪ Follow the instructions given for non-serious misconduct cases.
▪ While you are investigating you also need to provide the alleged offender with the
right to talk to people in the organisation to organise his/her defence. You should
allow him/her entry to the organisation during the suspension period but only with
your prior permission, only into specified areas and only if s/he is accompanied
either by his/her representative or a person nominated by you.
▪ Apart from this, the process for serious misconduct is exactly the same as that for
non-serious misconduct except that in serious misconduct cases if the alleged
offence is shown to have happened the action you take is likely to be dismissed.
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