After examining our company Counselling and Disciplinary Policy (and procedure) I am able to outline the most important principles and action should be taken if such scenario will take place.
Our company aim to ensure that our people behave in a way that ensures everyone, including our employees, customers and suppliers, are treated fairly and without bias or discrimination. We encourage behaviour that supports and fosters self discipline and promotes our code of conduct.
This policy establishes an equitable and consistent approach to addressing unsatisfactory work performance and/or conduct by:
* ensuring the counselling takes place to reinforce the expected performance or conduct standards
* establishing a process under which warnings may be issued and discussed
* providing for disciplinary action where performance or conduct does not improve
Counselling is an attempt to correct a situation and prevent it from getting worse without having to use the disciplinary procedure. Where improvement is required, the employee must be given clear guidelines as to:
* what is expected in terms of improving shortcomings in conduct or performance
* the time scales for improvement
* when this will be reviewed
* the employee must also be told, where appropriate, that failure to improve may result in formal disciplinary action.
If during counselling it becomes clear that the matter is more serious, then the discussion should be adjourned, and pursued under the formal disciplinary procedure
Disciplinary action: Action taken by the company to deal with any actual or perceived breach of policies, codes or other standards of work performance and/or conduct.
Misconduct: Behaviour so serious in its nature that it may warrant severe discipline of the employee by the employer including but not limited to instant dismissal.
It is the responsibility of each employee involved in counselling or disciplinary...