Deal informally with minor misconduct

Key points

  • Minor cases of misconduct by an employee may be best dealt with informally.
  • Putting the employee on notice that there is an issue, and that a repetition could lead to formal disciplinary proceedings, may be sufficient to resolve the problem.
  • A manager carrying out an informal meeting to discuss minor misconduct should be careful that it does not turn into a formal meeting and should understand when the employee's right to be accompanied will apply.

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