As a small business, you’ll need a clear disciplinary policy to ensure a fair and consistent working environment for your employees.
Your disciplinary and grievance procedure should set out what’s acceptable and unacceptable behaviour, and what happens when rules are broken.
Download Farillio's customisable disciplinary policy template and disciplinary hearing letter to make sure you’re covered, and read on to find out what you need to include in these important documents.
Choose to download your template now, or get it directly from Farillio’s site where you’ll also get access to their full suite of customisable legal templates.
The attached document has been produced by Farillio so we can’t take responsibility for its contents. We’d recommend you take professional advice before making any important decisions based on its contents.
The disciplinary policy template explains the procedure to follow when an employee’s standard of behaviour drops, for reasons such as:
Your disciplinary hearing letter, on the other hand, is an employee’s invitation to attend a meeting to discuss their performance, conduct, or attendance.
When an employee’s conduct or attendance is lacking, you should have a written policy to let them know what disciplinary action you can take against them.
The rules you create make sure your individual employees are treated fairly and consistently. They’ll usually explain the whole disciplinary procedure – from informal warnings to final disciplinary action, including dismissal.
As well as your written policy, there’s an Acas disciplinary procedure code of practice you should follow (this free template follows the Acas code).
The disciplinary process varies from organisation to organisation, so this customisable template should help you lay down your own rules. Remember, they should be clearly communicated to employees in the policy or staff handbook.
Although you have a number of legal requirements, you might not have a team of lawyers on hand to help you meet them.
That’s why Farillio has created customisable legal templates to help make sure you have the legal assistance you need.
Here are some other templates to help you run your business smoothly:
This customisable disciplinary procedure template covers what happens when you need to notify an employee they should improve their performance, conduct, or attendance.
It runs through the procedure for:
There are sections you can change. For instance, who an employee appeals to following a disciplinary decision (you’ll need to give a name).
Disciplinary decisions can range from no action to demotion or dismissal.
The template also gives examples of what might be considered gross misconduct, as your policy needs to include them. They’re breaches so serious it’s likely to lead to dismissal without notice – such as theft, gross negligence, or physical violence.
If an employee has been found guilty of gross misconduct, you can use this termination of employment letter template as confirmation of dismissal without notice.
After an investigation into the employee’s conduct, you may need to invite them to a disciplinary meeting. You can use this disciplinary hearing template as the basis of this invitation.
It’s important to remember that you’ll need to give the employee 48 hours’ notice of the disciplinary hearing so they can prepare.
Along with the hearing letter, you might want to enclose:
At the meeting, you can explain to the employee why you’ve called a disciplinary hearing.
You can use the meeting to put your case forward and go through any evidence you have.
Your employee should then be able to answer the allegations made against them and ask any questions they have about the case.
If either side has witnesses, they can be called to the meeting to give evidence. Meanwhile, if your employee brings a companion such as a trade union representative to the disciplinary hearing, they can talk to them throughout.
At the start of a disciplinary hearing, you should ask the employee some introductory questions, such as:
Remember, your employee has the right to be accompanied to the meeting by a colleague, workplace trade union member, or trade union employee.
At the end of the meeting, you’ll need to explain to the employee what happens next and the expected timeframe. You’ll then need to take some time to consider your final decision.
We create this content for general information purposes and it should not be taken as advice. Always take professional advice. Read our full disclaimer
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