Disciplinaries: the job no one wants to do(Need to kick some arse?)
"We had a contentious issue to manage which required totally impartiality. Tracy took the time to truly understand Hamara and in doing so provided practical and commercial advice. If any future HR requirements arise, we will definitely be in touch with Tracy at Mint HR."
The ugly side of managing people is that eventually somebody screws up. It can be a relatively small thing like bad time keeping, or it could be a major breach of company policy, but either way it's unpleasant to have to deal with.
Nobody wants to have to discipline their employees, but it's a sad inevitability for most businesses. It can range from relative minor issues such as persistent time keeping problems, through to serious breaches of company policy. And as the people might report directly to you, it can be difficult to keep your distance and remain objective and fair. Bring me into the equation, and let me take that load off your mind.
What the disciplinary process looks like
To give you some idea of the process you need to follow - and where I come in - the steps look a little like this.
- Offer general advice throughout the process – a sounding board.
- Investigate the matter – speak to witnesses, speak to the individual, assist with sourcing any other evidence.
- Create the invite letter to disciplinary – making sure due process is followed.
- Prepare a briefing note for the meeting, including pre-prepared questions – that way – if you want to lead – you know exactly what to ask.
- Hold the meeting – can lead or be support.
- Record the meeting - making sure everything is recorded accurately and fairly for legal purposes.
- Provide advice to help you make that all important decision – should you impose a sanction and if so, which one.
- Follow it up in writing – making sure the individual is aware of the right to appeal.
Pick up the phone to Tracy on 07957 285 995 now to chat through what you need. It's often the simplest way to solve a lot of problems for you and your employees alike.