A FOUNDATION for employee discipline
Employers should follow a fair and reasonable procedure when disciplining or dismissing employees.
While minor misbehaviour can be addressed informally, serious misconduct should always be dealt with on a formal basis and failure to do so, may result in an unfair dismissal.
Should an Employment Tribunal make a finding of unfair dismissal against your business, you could be forced to pay compensation of up to one year’s salary, currently limited to a maximum of £88,519.
So it is essential that you have a robust disciplinary procedure in place, setting out clear guidelines to be followed in any formal disciplinary process.
Delphi’s policies and procedures establish the standards of behaviour expected of your staff members, whilst ensuring that all disciplinary issues are treated in an even-handed way that is consistent with the ACAS Code of Practice.
Preparing a disciplinary hearing
What are the stages of a disciplinary process?
Delphi can support you throughout any disciplinary process, and help you to resolve misconduct issues appropriately.
We can advise on whether it is appropriate to suspend a member of staff from work, their rights to pay during suspension and issues of confidentiality and communication with colleagues during this sensitive time.
With Delphi’s support, you have access to expert advice on carrying out an investigation, conducting witness interviews and obtaining relevant evidence in preparation for a disciplinary hearing.
CARRYING OUT a disciplinary hearing
How do I conduct a disciplinary process?
A properly managed disciplinary hearing requires careful planning and with Delphi’s assistance, you can avoid the mistakes most commonly made by employers when dealing with such matters.
Our HR experts can advise you on how to conduct a robust disciplinary process, that meets the requirements of the ACAS Code – and, if necessary, will withstand the scrutiny of an Employment Tribunal judge.
Delphi can help you to weigh up the evidence, to reach a suitable conclusion, and advise you with regard to the appropriate range of sanctions – or whether any disciplinary action should be taken at all.
After the hearing, our specialists can guide you through the steps necessary to conclude matters, including how and when to inform your employee of the outcome, and ensure they are afforded the right to an independent appeal hearing.