In what circumstances will it not be appropriate to try to resolve an issue of misconduct on an informal basis?

It will not be appropriate to deal with acts of misconduct of a relatively serious nature by using an informal approach. For example, if an employee has refused to follow a reasonable instruction, made a mistake that is costly to the organisation, misused company property, behaved in a way that could bring the organisation into disrepute, or put colleagues' health and safety at risk, the employer may decide to implement the formal disciplinary procedure immediately.