Disciplinary Policy and Procedures

Disciplinary Policy and Procedures for Technology Businesses

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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Key facts

Get the key facts for a Disciplinary Policy and Procedures

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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ISV, Software, Apps and IP
System Integrators Professional Services Consultancy Partners
Hosting Partners
Licensing Partners

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Disciplinary Policy and Procedures

Why do you need a Disciplinary Policy and Procedures?