1. Establish a Disciplinary Procedure Management Committee (DPMC) to design, implement and oversee the disciplinary procedure.
2. Define who will be covered by the procedure, the areas of responsibility, what constitutes misconduct and the process to be followed up to dismissal.
3. Devise the procedure and the warnings system to be used.
4. Decide on a timetable for implementation.
5. Provide training in the new procedure to all managers and supervisors.
6. Ensure all employees are aware of and have a copy of the procedure and that it is included in the induction of new recruits.
7. Begin using the procedure.
8. Monitor the use of the procedure and evaluate its effectiveness.
9. Following the evaluation, make any changes necessary to the procedure and communicate these changes to the employees.
Do's and Dont's:
Do:
Give examples of minor and serious misconduct offences.
Train the managers who will be conducting the disciplinary interviews.
Keep documentation on all actions taken under the procedure.
Consider running a pilot of the scheme if you are implementing the procedure in a large organisation.
Don't:
Take any action until the allegations have been fully investigated.
Forget to review the procedure at regular intervals.
Allow the procedure to take the place of good management.
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