Discipline

In any organisation, there has to be a set of minimum rules so that it can function efficiently.  Consequently, organisations need to have a disciplinary policy and procedure.  However disciplinary procedures should not be viewed primarily as a means of imposing sanctions.
Wherever possible, minor misconduct should be the subject of action outside this formal policy and procedure.
We would advise organisations with only one management tier to use the disciplinary procedure for small organisations (and relevant guidance notes) and those with more than one management tier use the procedure for larger organisations (and relevant guidance notes).
The main purpose of these policies and procedures is to help and encourage employees to achieve and maintain standards of conduct, attendance and job performance.  Furthermore, it is to encourage the employee to improve. Where the nature of the offence is so serious as to warrant a disciplinary sanction or dismissal, using either of these procedures enables both managers and employees/their companions to understand how this process should be carried out consistently and fairly.
The Employment Advice Service recommends that organisations advise employees that it is their responsibility to familiarise themselves with the disciplinary policy and procedure to ensure that they understand accepted standards of conduct within the organisation.
For further help in creating, reviewing or updating your disciplinary policy please contact the Employment Advice Team on 01347 825710.