Disciplinary Pack

Misconduct and poor performance issues need to be carefully managed through a series of steps and meetings, with appropriate follow-up. The MYHR Disciplinary Pack takes you through these steps and provides the right documents to support the process.

KEY BENEFITS

Minimise the risk of costly disputes
Effectively manage a range of disciplinary issues
Get positive outcomes by addressing issues early on
Eliminate problems through proper consultation
Set clear performance expectations
Gain peace of mind

WHAT YOU RECEIVE

Step-by-step process map
Summary of your legal obligations
Detailed description of the process
Meeting scripts for each step
Formatted notes pages
Letters to cover a number of possible outcomes

LAW & FACTS

The disciplinary process is designed to target problems, understand issues and achieve improvement from the employee.

Employees are entitled to a fair process as defined by the Employment Relations Act. Failing to follow proper process is one of the main causes of legal disputes.

Remember that the process leading to disciplinary action is as important as the reason for the action itself.

With the right approach, you can avoid disputes and achieve a positive outcome.

START

Nice work, you're nearly there

Just read and agree to the MYHR Terms & Conditions, then answer a few simple questions and we will send you everything you need to undertake an effective disciplinary process.

I confirm I have read, I understand and I fully agree to be bound the MYHR Terms and Conditions

Your Company Name

Manager Name

This is the person who will be undertaking the disciplinary process, it is usually the person the employee reports to. Their name will appear on all the correspondence.

Manager Job Title

This is the position of the manager the employee reports to.

Employee Full Name

This is the person who you wish to take through the disciplinary process.

The Date You Wish to Meet With the Employee

This is the date you would like to first meet with the employee to inform them you intend to undertake a disciplinary process.

Poor performance relates to a lack of adequate performance, despite your best efforts to support them, such as: consistently failing to finish work on time, not meeting targets etc.
Misconduct is an action or behaviour that is not acceptable in your workplace, such as: bad language, repeated lateness etc.

What are the Specific Issues & when did they occur?

What has the employee actually done to warrant a disciplinary process? Define the action/s and when they occurred.

How Would The Employee Know This Is Not Acceptable?

Signed employment agreement outlining company expectations
Company code of conduct or house rules outlining company expectations
Company policy dealing specifically with this issue
Previous formal meetings
Conversations in relation to this issue
A prior warning
Training which covered this issue
Others, see below

You must be able to back-up anything you select here with documentation (such as the signed employment agreement) or relevant file notes. Any policies you refer to must be known to the employee, it is no use having a policy that the employee has never read.
The employee is entitled to see any thing you use here.

Others, not listed above

If you have other examples or evidence showing the employee knew their action may result in a disciplinary process list it here. As above, you must be able to back this up and the employee can see your evidence.

IMPORTANT: You must be able to support anything you have used in these fields with evidence, such as copies of policies and, proof the employee has read them (such as signed copies, meeting minutes, file notes, training or induction records etc.)

A Formal Written Warning comes first. If they already have a Warning on their file you may consider that a Final Written Warning is appropriate in this circumstance.