Disciplinary Policy and Procedures

Disciplinary Policy and Procedures for Technology Businesses
Disciplinary Policy Hero

Why do you need a Disciplinary Policy and Procedures?

The odds are that all managers will have to deal with a disciplinary procedure at some point in their career, whether it’s giving a staff member a warning or dealing with gross misconduct. From a HR and legal standpoint, it is vital that when dealing with an informal or formal disciplinary, they must do it by the book to avoid any claims being brought against the company.

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What is a Disciplinary Policy and Procedures?

A Disciplinary Policy and Procedure will explain to everyone in a company how misconduct will be dealt with - from the initial meetings, to the investigation, and all the way to potential dismissal. The aim of the game is to conduct every case fairly to avoid unfair dismissal or discrimination.

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Table of contents

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Key facts

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Frequently Asked Questions

A: You don’t want to let a disciplinary fester; the whole procedure shouldn’t take longer than three months. Witnesses can forget details of events and a tribunal will want to know that the procedure is being followed without reasonable delay.

A: For a disciplinary to be warranted, there must be some kind of misconduct. This misconduct could be a one-off event, or it can be a problem with performance that has tipped from a capability issue to misconduct.

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This is a “Forever Template”

We will continually update this template with the frequent Microsoft updates such as CSP and other flow down terms, plus we will update the relevant terms to ensure you can claim as many rebates as possible, and get recognised by Microsoft such as CPoR, (Claims Partner of Record) DPoR (Digital Partner of Record), and PAL (Partner Admin Link).

We will also continually update this template as the law changes, for example, GDPR (General Data Protection Regulation) and the effects of Brexit on our laws, as we untangle ourselves from the European Union.

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