Author: Lisa Poole
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- Consider whether or not using the informal process is appropriate, bearing in mind the seriousness of the issue.
- Be consistent in using an informal approach to deal with disciplinary matters, to avoid claims of discrimination or procedural unfairness.
- Hold a meeting with the employee to discuss informally concerns about his or her conduct or performance.
- Remember that the purpose of the meeting is to address issues of concern and to put in place plans for the employee to improve.
- Ensure that the employee understands the reason for the meeting and provide any evidence that supports the allegations.
- Make the employee aware that, if the misconduct or poor performance recurs, formal action may be taken.
- Remember to hold a review meeting, even if the employee has sufficiently improved, so that the process can be concluded.
- Make an accurate record of the meeting and of any action plan for improvement that results from the discussion.
- Be aware of the importance of keeping the process informal, with no formal outcome.
- Ensure that the employee is not denied his or her rights if formal action becomes necessary, for example the right to be accompanied at a meeting.
- Be aware that, if informal attempts to obtain an improvement are unsuccessful, the formal disciplinary procedure is the next step.