Jo Knox, HR Daily
Advice abounds on what constitutes a fair and defensible disciplinary procedure, but court and tribunal rulings provide a stark reminder that it's easy to misstep when complex workplace scenarios and human emotions are involved.
This Q&A series will take an in-depth look at individual stages of disciplinary processes, exploring employers' options and their associated risks.
In interviews with various legal and HR specialists, HR Daily editor Jo Knox will discuss case law examples and practical tips, on topics including:
- weighing options after a complaint;
- initial fact-finding, classification and triage;
- framing allegations and notifying employees;
- conducting an allegations meeting;
- approaching disciplinary conversations with the right mindset;
- workplace investigations and weighing evidence;
- employee responses and extension requests;
- show-cause letters and meetings;
- support person considerations;
- non-participation and cross-allegations;
- warnings and non-dismissal disciplinary options;
- dismissal and negotiated exits;
- follow-up processes and monitoring; and
- rebuilding after a disciplinary event.
HR Daily Premium members are invited to submit specific questions for these Q&As.