STAFF MANAGEMENT 1: Disciplinary Policy

Question 1

Disciplinary Policy.

3. 2 Practice Note - Instigating the Disciplinary Process for Non-Performance:
4. 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?

Answer 1

1. The progressive disciplinary meeting.

NB: At this stage the EPM must be involved.

Question 2

Disciplinary policy.

Executive Summary: List two key things to note in the Disciplinary policy?

Answer 2

1. Process is used to determine whether alleged breaches of our CoC and/or policies are substantiated and what the appropriate outcome is.
2. The process is underpinned by the employment principals of GOOD FAITH.

Question 3

Disciplinary Policy:

The purpose of this policy is to ensure breaches of the C.o.C are managed and dealt with in what way?

Answer 3

Fairly and in good faith with a view to IMPROVING conduct.

Question 4

Disciplinary Policy.

Under this policy, what does ‘good faith’ mean? (3)

Answer 4

It means Employers/Employees and their Representatives must:

1. Engage openly, honestly and respectfully.
2. Be responsive and communicative.
3. Be active and constructive in maintaining a productive employment relationship.

Question 5

Disciplinary Policy.

How must police conduct a disciplinary process? (10)

Answer 5

1. Fairly and reasonably.
2. Undertake an employment investigation ONLY when there is good reason to do so.
3. Notify employee(s) when an investigation (in relation to them) is started - unless exceptional circumstances.
4. Provide details of specific allegations.
5. Advise them of their rights.
6. Provide reasonable opportunity to respond to allegations.
7. Consider their explanation in an unbiased manner.
8. Notify employee of outcome.
9. Ensure outcomes are proportionate to the nature and seriousness of the conduct.
10. Ensure privacy and confidentiality of investigation is maintained.