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Employee Discipline (Guidelines for Procedure Designing (Entail a number…
Employee Discipline
Guidelines for Procedure Designing
Entail a number of progressive stages
Set timescales for the progressive stages
Procedure should be rational, transparent and fair
Train managers to keep fair and consistent records
Applied in a fair and consistent manner
Require the complaints to be set out in writing
Should be Corrective, not Punitive
Investigation Process
Investigator's Preparation
Prepare Investigator's Plan
Conduct Investigator's meeting
Organisational Preparation
Should the investigation be outsourced or handled internally?
Gather Evidence
Write the investigation report
Aftermath of the investigation
Decision to be made by a panel
Damage Control
Purpose:
Regain stakeholder's trust
Rebuild and protect the company's reputation
Definition: The extent the affected parties go to limit the damage caused
Inquiries
Holding one:
Employee may be suspended for up to a week
Half pay
During:
No suggested bias
Employee must have opportunity to present their case
After:
Guilty
Dismissal
Downgrade
Suspension < 1 week and without pay
Innocent:
Restore full amount of salary