Disciplinary templates toolkit
Our Disciplinary Templates Toolkit empowers effective management, ensuring fair and consistent handling of disciplinary processes.
If you're faced with the challenging task of handling disciplinary action, our templates will give you the tools to ensure that the process is handled correctly.
Our toolkit includes a range of templates that are designed to simplify the disciplinary process, save you time and effort, and ensure compliance with all relevant employment legislation. From initial investigation to the disciplinary hearing itself, our templates cover all the necessary documents required to carry out a fair and legally compliant disciplinary action.
What is a Disciplinary Procedure?
Disciplinary procedures are a set way for an employer to deal with disciplinary issues. For example, a manager may be concerned about an employee's work, their general conduct or an unauthorised absence.
Disciplinary procedures are an aid to effective management, to be used primarily as a means of modifying people’s behaviour in line with the organisation’s aims – not just as a mechanism for imposing sanctions. If disciplinary rules and procedures are written correctly and used effectively, not only should the work place be a happier working environment but will minimise the potential of being taken to an Employment Tribunal.
What legal and best practice aspects should employers be aware of when implementing Disciplinary templates?
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All workers must have a written statement of terms and conditions of employment that includes disciplinary rules and processes, or the employee must be directed to another conveniently available document that includes those rules and procedures.
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With a quiet word, many disciplinary concerns may be settled informally. However, if an informal resolution is not possible, a disciplinary procedure will be established to address the matter.
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Before dismissal, most disciplinary procedures provide for verbal, written, and final warnings. However, certain behaviour may be deemed as so serious that it will be regarded as gross misconduct and will often justify summary dismissal (without warnings or notice).
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The facts of the case must be thoroughly scrutinised before convening a disciplinary hearing and deciding on the appropriate sentence in every individual situation. The more severe the issue, the more thorough the investigation should be.
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No disciplinary action should be taken until the employee has given his or her side of the story.
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An employee who receives disciplinary action should always have the option to appeal the decision.
- The documents are easily editable and implementable, saving you time and money
- All content is designed by CIPD accedited Chartered HR practitioners with operational experience in this area
- You will maintain compliance with ACAS guidelines, legislation, and industry best practices
- Email notifications for any templates added to this toolkit
- 12 months of unrestricted access without any additional costs (any update in that period is free to you)
- A 25% discount on all library, toolkit, and template purchases/renewals
