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Employee Discipline (Factors to be considered (Seriousness, Mitigating…
Employee Discipline
Performance VS Discipline
Discipline
Reserved for Culpable actions
Employee has right to call on Union
Consider Disciplinary Principles before meting out punishment
Performance
Employee does not perform up to expectations
Employee cannot call on Union to intervene
Employee able to implement action plan to help employee improve performance
Procedure
Initial Decision
Appeal Period Given
5 Working days
Investigation and Hearing
Final Decision
No further appeals accepted
Report Offence
Enforcing and maintaining
Stick to the code of Conduct
Separate Misconduct from Performance
Develop a 0 Tolerance Policy
Give the employee incentives
Establish and communicate Clear Code of Conduct
Factors to be considered
Seriousness
Mitigating Factors
Duration
Degree of Socialisation
Frequency
Organisation's Disciplinary Principles
Management Backing