FAQs
The steps in the disciplinary procedure generally follow graduated steps including a verbal warning, written warning, final written warning, and dismissal. However, in cases of gross or serious misconduct it is permissible to go straight to stage 4 of the procedure.
How do you pass a disciplinary hearing? ›
How to be successful at a disciplinary hearing
- Ensure you are aware of what the allegations against you are.
- Prepare properly for the disciplinary hearing.
- Don't try to set up an ambush at the disciplinary hearing.
- Turn up in person to the disciplinary hearing and engage with the process.
Typical progressive discipline steps
- Counseling. Counseling is usually the initial step.
- Written warning.
- Suspension without pay.
- Termination.
The most common type of disciplinary action is the verbal warning; this is the first stage of the disiplinary procedure which typically results in the issue being resolved or the employee addressing their misconduct.
What is a Stage 3 disciplinary meeting? ›
Stage 3 - Final written warning
Following this meeting, the employee will receive a letter recording the nature and outcome of the disciplinary meeting. The employee will be asked to sign a copy of the warning letter to confirm understanding of the terms of the letter.
What are the three disciplinary actions? ›
Depending on the circ*mstances and the seriousness of the offence, disciplinary action takes the form of one of the following: Verbal reprimand and explanation. Written warning. Final written warning.
Can you get fired in a disciplinary hearing? ›
A disciplinary hearing is not necessarily a dismissal. It is a meeting to discuss allegations of misconduct or performance issues and to give the employee an opportunity to respond. The outcome of a disciplinary hearing can vary, ranging from no action, a warning, or in some cases, it could lead to dismissal.
What not to say in an HR meeting? ›
What should you not say to HR?
- The general rule is don't bring your everyday complaints to HR. They're not there to make your job better or easier and they might fire you simply because they don't want to hear it. ...
- Discrimination. ...
- Medical needs. ...
- Pay issues. ...
- Cooperate with HR if asked, but be smart about it.
Thus, if the employer's Code states that for a first offense of misconduct a verbal warning must be given and for the second offense of a similar nature a written warning must be given, then for the third offense a final written warning then on the fourth offense dismissal, then the employer is generally bound to ...
What is unfair disciplinary action? ›
Unfair disciplinary actions are those that are disproportionate or unjustified given your employee's behaviour or performance. They fall outside your established, documented procedures for disciplinary action, or are inconsistent from how you've dealt with similar cases in the past.
The lesson: All disciplinary notices should: 1) contain a line for the employee to sign and acknowledge receipt of the warning; 2) expressly state that acknowledgement of receipt does not constitute an admission of the conduct at issue, but that refusal to sign can, and will, result in termination of employment; and, 3 ...
Does disciplinary action mean fired? ›
Does “Disciplinary Action” Mean “Fired”? Though a disciplinary action can result in termination, it doesn't have to. It's up to the employer and managerial team to determine what type of disciplinary action is appropriate for the given violation.
What is a stage 1 disciplinary? ›
Stage 1: Verbal Warning
You would usually issue a verbal warning in cases of minor misconduct / underperformance or initial concerns with levels of absence. The verbal warning will remain on your file for disciplinary purposes for a period of 6 months.
How long does disciplinary process take? ›
The disciplinary meeting should be held without unreasonable delay and allow you reasonable time to prepare your case. The law does not state what is considered to be “reasonable”, but usually at least a few days is expected and sometimes up to a week will be appropriate.
How long does it take to get a disciplinary action? ›
Whatever the cases may be, the timeframe should be reasonable. Not short enough that your staff isn't able to prepare their defence, but also not long enough that you leave the employee in an extended state of suspense. There's also no time limit for disciplinary actions, it should be reasonable.
What is the order of disciplinary? ›
Your company's disciplinary procedure should include how many verbal or written warnings are needed before a final warning or dismissal. You should be given a written warning, or if the warning was verbal a written confirmation of it, saying what it was for and how long it will remain in force.
What is the discipline process in HR? ›
Discipline is an approach used by management to modify undesirable performance and behavior through the use of a corrective action process. At the onset of any employee performance or conduct issues, supervisors are strongly encouraged to contact Employee Relations staff for assistance.
What happens during disciplinary? ›
A disciplinary hearing is not necessarily a dismissal. It is a meeting to discuss allegations of misconduct or performance issues and to give the employee an opportunity to respond. The outcome of a disciplinary hearing can vary, ranging from no action, a warning, or in some cases, it could lead to dismissal.
