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staff disciplinary procedures

Identify the behavior or incident that requires disciplinary action.

Gather relevant information and evidence related to the incident.

Review company policies and procedures regarding disciplinary actions.

Ensure that the employee is aware of the expectations and relevant policies.

Conduct interviews with the employee involved and any witnesses.

Document all findings and statements during the investigation.

Assess the severity of the behavior or incident in accordance with company policy.

Maintain confidentiality throughout the investigation process.

Review all gathered information and evidence.

Determine appropriate disciplinary action based on the findings and company policies.

Consult with HR or legal counsel if necessary to ensure compliance.

Prepare for a meeting with the employee to discuss the findings and decision.

Schedule a meeting with the employee to discuss the disciplinary action.

Clearly explain the reasons for the disciplinary action and reference specific policies.

Allow the employee to respond and provide their perspective.

Document the meeting and any agreements or next steps discussed.

Provide the employee with a written notice of the disciplinary action taken.

Discuss any necessary steps for improvement and set clear expectations moving forward.

Monitor the employee’s performance and behavior following the disciplinary action.

Schedule follow-up meetings to review progress and provide support if needed.

Inform the employee of their right to appeal the decision if applicable.

Outline the procedure for submitting an appeal, including timelines and required documentation.

Review any appeals in a fair and unbiased manner.

Communicate the outcome of the appeal to the employee in writing.

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