Summary

• Does your organisation operate a formal disciplinary process?
• Has your organisation identified a list of inappropriate behaviours or activities that will result in a disciplinary action, for example, bullying, sexual harassment or theft?
• Are these classified in any way, for example, misconduct or serious misconduct?
• What is usually the first step in the discipline process?
• For each subsequent transgression, does the level of discipline escalate automatically?
• How many steps are there in the disciplinary process before an employee is dismissed?
• Does a disciplinary notice have a defined period of time, for example, after 6 months it is ‘wiped’ from the employee’s file?
• Does your organisation record whether an employee is represented during the disciplinary process?
• Does your organisation have a set of guiding principles in managing discipline?
• What is the process by which an organisation will normally dismiss an employee as a result of a disciplinary action?
• Does your organisation provide for an appeal process under its disciplinary guiding principles?
• What is the process for an employee wishing to appeal a disciplinary action?