Discipline

uk (SANEPR.com) May 10, 2007 -- • Procedure, procedure, procedure, procedure and even more procedure! Fail to follow the procedure at your peril! It will come back to haunt you unless you are one of the lucky few where a first level warning puts your employee back on the straight and narrow.
• Instant Dismissal is not like instant gravy or one minute noodles and the sooner managers understand that, the easier their life will become! Instant gravy takes around 2 minutes to ‘globulise’, instant noodles take 1 minute to cook HOWEVER instant dismissal seldom takes less than 5-10 days. Staff are not gravy or noodles therefore managers must never forget that it is a different sort of ‘instant’!
• An oral or verbal warning, if part of the disciplinary procedure, should not be given either orally or verbally but should instead be confirmed in writing after a formal meeting which they have been formally invited to and formally offered the right of accompaniment and then formally offered the right of appeal! So much for verbal!!
• Deciding whether to discipline for poor performance or misconduct causes endless problems but it really is quite simple if you know how to decide. In a nutshell, virtually everything is misconduct provided it is something the employee has direct control over eg attitude, work ethic, timekeeping, chatting on the job, making lazy mistakes etc. Their performance might suffer as a result of their behaviour eg too much chatting, but chatting excessively in the first place is an act of misconduct. As an extra piece of ‘wisdom’, it is also often easier and quicker to get staff out by pursuing a route of misconduct rather than performance……..

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