Disciplinary decision scoring matrix form template

This Disciplinary Decision Scoring Matrix Form can be used to objectively evaluate disciplinary actions and determine appropriate consequences for employee misconduct.

It allows for consistent decision-making by assigning scores to various factors such as severity of the offense, previous disciplinary history, and mitigating circumstances.

This form helps ensure fairness and transparency in the disciplinary process by providing a structured framework for assessing disciplinary situations. By considering specific criteria and assigning corresponding scores, it enables decision-makers to arrive at well-informed and consistent disciplinary outcomes tailored to each individual case.

• Employment Rights Act 1996: Outlines legal requirements for disciplinary procedures, ensuring fairness and transparency in decision-making.

• Acas Code of Practice on Disciplinary and Grievance Procedures: Provides guidance on conducting fair and consistent disciplinary processes, including the use of objective criteria for decision-making.

• Equality Act 2010: Ensures that disciplinary decisions are not discriminatory and do not unfairly disadvantage employees based on protected characteristics.

• Data Protection Act 2018 (incorporating GDPR): Mandates the handling of personal data within disciplinary processes in compliance with data protection principles.

• Best Practice: Consistency and Documentation: Ensure that the scoring matrix form is applied consistently across cases and accurately documents the factors considered in disciplinary decisions to support transparency and fairness.

Scenario

John, a valued member of the team, has been consistently late for work over the past six months. As a result, John recently received a verbal warning from his manager to try to address the problem. Despite this, John has again recently breached the Company threshold for poor timekeeping, namely 3 occasions of lateness within a 10 working day period.

Accordingly, a Disciplinary Hearing has been held with him, and it has been adjourned so that a decision on the most appropriate outcome can be made.

Evaluation

1. Previous Disciplinary Record: John has received one verbal warning in the last 6 months due to his lateness, scoring 10 points in this category. While this is his first formal disciplinary action, it indicates a recent pattern of behaviour that needs addressing.

2. Type of Misconduct: John's behaviour falls under the category of misconduct as frequent lateness is considered a minor breach of policy, scoring 15 points. While lateness may seem like a minor issue, it can disrupt team productivity and morale if left unaddressed.

3. Impact on Workplace: John's frequent lateness may have a minor impact on the workplace, scoring 5 points. While his lateness may not directly affect his colleagues' ability to perform their tasks, it sets a precedent for lax behaviour and can create resentment among team members who arrive on time.

4. Mitigating or Aggravating Factors: There are no strong mitigating or aggravating factors present in this scenario. John has previously recieved the disciplinary policy as part of his onboardig, and has signed as such. He has not provided any extenuating circumstances for his lateness, nor has he shown deliberate deception or dishonesty. Therefore, this category scores 0 points.

Final Scoring

• Previous Disciplinary Record: 10 points

• Type of Misconduct: 15 points

• Impact on Workplace: 5 points

• Mitigating or Aggravating Factors: 0 points

Total score: 30 points

Outcome

With a total score of 30 points, John's behaviour falls within the range of 16-40 points, indicating a Written Warning as per the Final Scoring Outcome Guide. Therefore, the appropriate action would be to issue John a First Written Warning for his frequent lateness, emphasising the importance of punctuality and adherence to company policies.

This written warning serves as a formal reminder of expectations and provides John with an opportunity to rectify his behaviour before further disciplinary action is taken.