Our Disciplinary Policy and Procedure Pack provides your business with a robust Disciplinary Policy and the letters required investigate an employee performance or misconduct issue.
Disciplinary procedures are a defined way for employers to deal with conduct, disciplinary or performance issues of their employees. It is a legal requirement for an employer to provide employees with documented disciplinary rules explaining how performance issues will be fairly dealt with.
The Catalyst Law downloadable Disciplinary Policy Pack contains:
Company Disciplinary Policy and Procedure A four page policy outlining a standard disciplinary procedure that includes:
Rules of the business and examples of misconduct
Investigation process to establish the facts
Suspending an employee
Organising a disciplinary meeting
Disciplinary penalties (written warning etc.)
Appeals process following a decision
Letter advising employee of suspension In serious instances of suspected gross misconduct, a letter informing the employee that they are suspended while an investigation in undertaken.
Letter inviting employee to investigatory meeting Letter informing employee of the alleged misconduct and inviting them to an investigation meeting.
Letter inviting employee to investigatory conclusion meeting Once an investigation is concluded, a letter inviting the employee to a meeting to discuss findings.
All templates are provided in a Microsoft Word (.doc) format, fully editable in a variety of word processors and available for download immediately after purchase.
Should you have any queries on the suitability of our policy pack for your needs, please email us at email@example.com prior to purchasing and we will be happy to advise or provide a document sample.
Small Business Disciplinary Procedures
In any size business, disciplinary procedures form a critical part of running a successful operation. Implementing a clear policy on how you will deal with performance issues will enable you to handle problems with staff quickly and effectively.
The objective of a disciplinary procedure is to improve the performance of employees, not to simply punish a team member following an occurrence of poor work or misconduct. In minor instances of misconduct it is always advisable to give an employee an opportunity to improve their performance before issuing a sanction.
Small businesses can't afford to assume that staff issues will always be able to be resolved with an informal chat. Having a robust disciplinary procedure in place which has examples or misconduct and defines what is expected will be needed to deal with conduct issues formally and fairly.
'No Win No Fee' subject to entering into an agreement with a suitable insurance policy and complying with your responsibilities under its terms.