As an employer carrying out an employee disciplinary procedure, you must avoid making any mistakes. A mistake may result in any subsequent dismissal being unfair. Furthermore, the employee may have just cause to take your business to the employment tribunal. As such, this article will explore the five most common mistakes employers make in the disciplinary procedure and how you can avoid them. <\/p>\n\n\n\n
A common mistake employers make when carrying out the disciplinary procedure is not correctly establishing the facts of the case. You must not make this mistake as you need to establish the facts to decide whether formal disciplinary action is necessary or not. <\/p>\n\n\n\n
When establishing the facts, you must keep a clear record of them. Records may include:<\/p>\n\n\n\n
You should consider that your employee challenges the procedure, and the records will likely be used in any case at an employment tribunal. You should pass copies of any minutes to the employee. If they disagree with your version, they should create their own. <\/p>\n\n\n\n
When carrying out your disciplinary procedure<\/a> on your employees, you must let them know at the outset what accusations they face. This allows your employee to adequately and fairly prepare for the disciplinary hearing. You should also present to your employee the evidence you will rely on.<\/p>\n\n\n\n The allegation must be a genuine concern for you and should remain the same throughout the disciplinary investigation. If new allegations arise during the disciplinary procedure, you must address them too. You should not take disciplinary action against an allegation you did not inform your employee about and investigate as part of your disciplinary procedure. <\/p>\n\n\n\n\n\n Continue reading this article below the form\n <\/i>\n<\/a>\n