Things to Remember
- What do your rules say?
- Do your employees know?
- Minor misconduct e.g. persistent lateness
- Serious misconduct e.g. failure to abide by general health and safety rules and procedures that does not have immediate serious consequences
- Gross misconduct
- The contract is shattered
- Dismissal without notice
- Did they know they could lose their job?!
- Have they signed their contract to confirm they have read and understood the handbook in which the disciplinary rules are contained?
- Remember there is no common sense in Employment Law
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Disciplinary Rules
Disciplinary rules are necessary in an organisation to establish the expected standards of behaviour and performance of employees. Such rules enable the employer to run the business effectively and provide guidance on the company’s expectations of the performance of its employees at work.
Clear and consistent disciplinary rules should be provided in writing to the employee in the company handbook. As well as stating the rules on what conduct is acceptable and unacceptable in the workplace, the rules should contain the consequences for employees should they not attain these standards.
The rules should make it clear that if an employee fails to meet the minimum standards of conduct, you may begin disciplinary action against them and also should also give examples of the type of behaviour which would be considered gross misconduct i.e. conduct so serious that it may lead to dismissal without notice.
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