STAFF MANAGEMENT 1: Disciplinary Policy Flashcards
1
Q
Disciplinary Policy.
- 2 Practice Note - Instigating the Disciplinary Process for Non-Performance:
- Where an employee does not achieve the required standard following a PIP consideration may be given to revising the PIP. However in some circumstances, it may be appropriate for the matter to go directly to where?
A
- The progressive disciplinary meeting.
NB: At this stage the EPM must be involved.
2
Q
Disciplinary policy.
Executive Summary: List two key things to note in the Disciplinary policy?
A
- Process is used to determine whether alleged breaches of our CoC and/or policies are substantiated and what the appropriate outcome is.
- The process is underpinned by the employment principals of GOOD FAITH.
3
Q
Disciplinary Policy:
The purpose of this policy is to ensure breaches of the C.o.C are managed and dealt with in what way?
A
Fairly and in good faith with a view to IMPROVING conduct.
4
Q
Disciplinary Policy.
Under this policy, what does ‘good faith’ mean? (3)
A
It means Employers/Employees and their Representatives must:
- Engage openly, honestly and respectfully.
- Be responsive and communicative.
- Be active and constructive in maintaining a productive employment relationship.
5
Q
Disciplinary Policy.
How must police conduct a disciplinary process? (10)
A
- Fairly and reasonably.
- Undertake an employment investigation ONLY when there is good reason to do so.
- Notify employee(s) when an investigation (in relation to them) is started - unless exceptional circumstances.
- Provide details of specific allegations.
- Advise them of their rights.
- Provide reasonable opportunity to respond to allegations.
- Consider their explanation in an unbiased manner.
- Notify employee of outcome.
- Ensure outcomes are proportionate to the nature and seriousness of the conduct.
- Ensure privacy and confidentiality of investigation is maintained.