Disciplinary Procedure

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:

1. The employer must identify the behavior that is unacceptable and establish a policy that prohibits this behavior.
2. The employer must investigate the incident and gather evidence to support the allegations.
3. The employer must provide the employee with notice of the allegations and provide the employee with an opportunity to respond.
4. The employer must hold a hearing to review the evidence and allow the employee to present a defense.
5. The employer must make a decision based on the evidence and the employee’s defense.
6. The employer must provide the employee with a written notice of the decision.
7. 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:

1. What is the disciplinary procedure for?
2. What are the grounds for disciplinary action?
3. Who can take disciplinary action?
4. What are the consequences of disciplinary action?
5. What is the process for disciplinary action?
6. What is the appeal process for disciplinary action?