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- Conduct an investigation and hold a disciplinary meeting with the employee before deciding whether or not to impose a disciplinary penalty.
- Adjourn the disciplinary hearing to consider the evidence before deciding on what disciplinary penalty to impose.
- Consider which disciplinary penalty would be appropriate, taking into account the nature and seriousness of the misconduct or poor performance.
- Be aware that a final written warning can be given for a "first offence" if appropriate in the circumstances.
- Dismiss the employee only if the decision to dismiss would be a reasonable response in the circumstances.
- Take into account any rules or guidance in the disciplinary policy or employee handbook on what penalty should apply in particular circumstances.
- Investigate the employee's disciplinary record and take any live warnings into account.
- Consider what penalties were imposed on other employees in comparable past cases and be consistent when deciding on a penalty, unless the circumstances justify different treatment.
- Consider any mitigating factors such as a good disciplinary record, health issues or provocation.