Applying disciplinary procedures
As an employer, you will often have to deal with cases involving an employee’s misconduct or potential incapacity. This LegalFlow will guide you through the process of dealing with misconduct that is both ‘less serious' and 'more serious' in the workplace, describing when you will need to hold a disciplinary inquiry and what solutions will be available for your business.
Holding a disciplinary inquiry
In cases involving more serious misconduct, or when the behaviour has been consistent, an employer will need to hold a formal disciplinary enquiry. If you don’t follow correct procedures, the sanction, including dismissal of an employee, could be regarded as unfair. This LegalFlow will guide you through the formal disciplinary enquiry ensuring fair procedures are followed.
Determining misconduct or incapacity in the workplace
It is important that business owners and managers have a clear understanding of the difference between misconduct and incapacity and how to respond to these situations in the workplace. This LegalFlow describes the different types of disciplinary actions, the evidence you need to prove misconduct or incapacity, and what procedures to follow.