Before disciplinary action
Our standards of behaviour and performance are important to our success and reputation. They are defined by our principles, our Code of Conduct and in our policies. Your leadership responsibilities include ensuring your team understands our standards. You can do this by regularly setting expectations for behaviour and performance with your team. Where necessary you are expected to address issues of behaviour or performance that falls short of these standards and get performance back on-track including giving feedback and coaching.
When to begin a disciplinary process
Although it’s usually a last resort, don’t hesitate to begin a disciplinary process when other efforts to get performance/behaviour back on track have failed or where there are allegations of misconduct or serious misconduct. To understand our disciplinary process and play your part, you need to have some understanding of the legal considerations involved. These include the need for us to follow a fair disciplinary process and have good cause for any action we take. Employees have a legal right to challenge disciplinary action by raising a personal grievance. Some types of problems have unique features which require special handling. They include absenteeism or dealing with suspected criminal activity and dealing with people who arrive potentially unfit for work. Make sure you involve your manager and HR before beginning a disciplinary process.
What constitutes misconduct, serious misconduct and unacceptable performance?
Our disciplinary process
Our disciplinary process is set out in a flowchart. Each step is explained in detail with links to the documents and tools you need.