How many chances do you have to give a persistent "offender" where disciplinary matters are concerned?Posted in : First Tuesday Q&A NI on 4 November 2014
It seems this employee has committed misconduct on quite a number of occasions.
Rather than allowing this to continue, giving him/her chances to improve, it is preferable to deal with the misconduct under a disciplinary procedure.
Formal disciplinary action taken under the procedure usually involves a number of sanctions, depending on the severity of the offence, such as a verbal warning, first written warning, final written warning and, ultimately, dismissal or some other sanction.
Subject to the disciplinary investigation and hearing and depending on your disciplinary procedure, disciplinary action may start at the level commensurate with the severity of the offence.
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Back to Q&A's This article is correct at 02/09/2015
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.