Steps of a Statutory Disciplinary Procedure

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Steps of a Statutory Disciplinary Procedure

Posted On : Jan-14-2012 | seen (32) times | Article Word Count : 396 |

Many disciplinary issues can and should be addressed in an informal manner. For example, should an employer notice that an employee consistently arrives to work five minutes late, he should invite the employee to discuss his tardiness, and together they can explore solutions ranging from altering the employees start time, or allowing the employee to work later, or simply making the employee aware of the effect his tardiness has on the workplace as a whole. For those infractions that are continu

The first step is the employer's written invitation extended to the employee to discuss the current circumstances of the employee's performance. In preparation for such a meeting, the employer should review his records surrounding the issue, including time sheets, phone call logs, emails, web site logs, or other such tangible evidence of the employee's infraction. The employer should ensure that the employee has ample notice of the meeting in case of a scheduling conflict and to enable the employee to schedule representation if appropriate. The letter should include the nature of the infraction, its frequency or severity, and any other pertinent information upon which the employer is basing the procedure. The employer may schedule another manager to attend the meeting to provide additional insights and to ensure that a fair and accurate record of the meeting is provided to the employer and the employee.
The meeting itself is the second step of a statutory disciplinary procedure. This meeting provides the employee the opportunity to defend his actions, to provide a justification for his actions, or to prove that the allegations are false or unfounded. The employer should maintain an open discussion of the action, providing feedback to the employee regarding his defense. After all, it is entirely possible that the employee was justified in the actions he took, or simply misunderstood the regulations governing his actions. In such a case, the employer may determine that no further action is required. If the employer finds that the employee has knowingly committed the offense, he may issue a verbal and/or a written warning to the employee and/or mandate that he attend a more in-depth training of the company's rules and regulations. Any disciplinary action should include a timeframe, such as "such training must be completed within six months, with no further infractions." Should the problem persist, the meeting and the warning can lead to dismissal of the employee.
The third step is the grievance process in which the employee may appeal the employer's decision to dismiss. Upon reaching his decision to terminate an employee, the employer must provide the employee with the company's appeal process and the written contact information for the person with whom the employee should file such an appeal. The employee has the right to representation at the appeal meeting, and should be prepared to document his case against the disciplinary action or dismissal.

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<h1>Steps of a Statutory Disciplinary Procedure</h1> Author: <a href='http://www.articleseen.com/profile_yusufsix.aspx'>yusufsix</a> The first step is the employer's written invitation extended to the employee to discuss the current circumstances of the employee's performance. In preparation for such a meeting, the employer should review his records surrounding the issue, including time sheets, phone call logs, emails, web site logs, or other such tangible evidence of the employee's infraction. The employer should ensure that the employee has ample notice of the meeting in case of a scheduling conflict and to enable the employee to schedule representation if appropriate. The letter should include the nature of the infraction, its frequency or severity, and any other pertinent information upon which the employer is basing the procedure. The employer may schedule another manager to attend the meeting to provide additional insights and to ensure that a fair and accurate record of the meeting is provided to the employer and the employee.
The meeting itself is the second step of a statutory disciplinary procedure. This meeting provides the employee the opportunity to defend his actions, to provide a justification for his actions, or to prove that the allegations are false or unfounded. The employer should maintain an open discussion of the action, providing feedback to the employee regarding his defense. After all, it is entirely possible that the employee was justified in the actions he took, or simply misunderstood the regulations governing his actions. In such a case, the employer may determine that no further action is required. If the employer finds that the employee has knowingly committed the offense, he may issue a verbal and/or a written warning to the employee and/or mandate that he attend a more in-depth training of the company's rules and regulations. Any disciplinary action should include a timeframe, such as "such training must be completed within six months, with no further infractions." Should the problem persist, the meeting and the warning can lead to dismissal of the employee.
The third step is the grievance process in which the employee may appeal the employer's decision to dismiss. Upon reaching his decision to terminate an employee, the employer must provide the employee with the company's appeal process and the written contact information for the person with whom the employee should file such an appeal. The employee has the right to representation at the appeal meeting, and should be prepared to document his case against the disciplinary action or dismissal.
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Kingdom. Solicitors are listed by region and also by legal expertise practiced.
Users of the site are able to search for, filter and then message firms that match their requirements

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