How do you build a Disciplinary Procedure?
A disciplinary procedure is a formal process that an employer uses to address unacceptable employee behavior. The goal of a disciplinary procedure is to correct the unacceptable behavior while protecting the rights of the employee. There are many factors to consider when building a disciplinary procedure, including the following:
-The type of behavior that will be addressed-The severity of the behavior-The company’s policies and procedures-The employee’s rights
When creating a disciplinary procedure, it is important to consult with an attorney to ensure that the procedure is in compliance with state and federal law. The following is a general overview of the steps involved in a disciplinary procedure:
- The employer must identify the behavior that is unacceptable and establish a policy that prohibits this behavior.
- The employer must investigate the incident and gather evidence to support the allegations.
- The employer must provide the employee with notice of the allegations and provide the employee with an opportunity to respond.
- The employer must hold a hearing to review the evidence and allow the employee to present a defense.
- The employer must make a decision based on the evidence and the employee’s defense.
- The employer must provide the employee with a written notice of the decision.
- The employer must take appropriate corrective action, which may include disciplinary action up to and including termination.
What questions should a Disciplinary Procedure answer?
A disciplinary procedure should answer the following questions:
- What is the disciplinary procedure for?
- What are the grounds for disciplinary action?
- Who can take disciplinary action?
- What are the consequences of disciplinary action?
- What is the process for disciplinary action?
- What is the appeal process for disciplinary action?
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