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Workplace Disciplinary Policy Overview
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1
Question
What is the primary aim of the Disciplinary Policy?
Answer
Set expectations for conduct and provide a framework to address issues fairly.
2
Question
What areas does the Disciplinary Policy cover at work?
Answer
Behaviour, performance, and attendance.
3
Question
What is the ethos of resolving issues informally first?
Answer
Support First, Manage Second.
4
Question
What standards must be considered to ensure fair treatment?
Answer
Consistent, non-discriminatory treatment in line with current legislation.
5
Question
Which codes of practice should guide disciplinary handling?
Answer
ACAS Code of Practice and Labour Relations Agency Code of Practice.
6
Question
What should you do before formal disciplinary processes?
Answer
Complete a full and thorough investigation.
7
Question
What are the possible grounds for discrimination to be mindful of?
Answer
Sex, pregnancy, gender reassignment, religion, politics, age, race, disability, sexual orientation.
8
Question
When should the Disciplinary Policy be used?
Answer
When misconduct or unsatisfactory conduct/performance is found after investigation or previous actions.
9
Question
What does “Will vs Skill” refer to in behaviour analysis?
Answer
Will (motivation) versus Skill (ability) as underlying causes.
10
Question
What might you seek before progressing with disciplinary steps if needed?
Answer
Medical input from Occupational Health or GP.
11
Question
What act should be considered when dealing with disability or medical conditions?
Answer
Equality Act 2010.
12
Question
What are common legal risks of a wrong disciplinary process?
Answer
Unfair dismissal, constructive dismissal, breach of contract, discrimination, lack of right to be accompanied.
13
Question
What is the tribunal likely to examine in disciplinary claims?
Answer
If a fair procedure and ACAS/Labour Relations Code were followed.
14
Question
When can an employee’s conduct be classified as misconduct?
Answer
When it breaches company rules or policies and is below standards.
15
Question
What is a typical step after informal concerns have been raised?
Answer
Proceed to formal action only after informal concerns have been addressed.
16
Question
What is gross misconduct?
Answer
Serious acts that undermine trust and may justify immediate formal action.
17
Question
What is an example of behaviour falling under harassment?
Answer
Serious harassment or bullying on protected characteristics.
18
Question
What is an example of workplace theft or fraud?
Answer
Theft or acts of fraud carried out within the workplace.
19
Question
Why might disciplinary hearings be necessary on a single occasion?
Answer
Severity justifies formal action without prior informal discussions.
20
Question
What should be added to allegations for clarity?
Answer
Specific details: dates, times, volumes of misconduct.
21
Question
How should you tailor allegations to the case?
Answer
Make them specific to the incident and role (e.g., call vs work avoidance).
22
Question
What does ‘continuing failure to meet standards’ trigger?
Answer
Consideration of the Disciplinary Policy after investigation.
23
Question
What is the relationship between disciplinary and capability policies?
Answer
Could be linked; consult Capability Policy when uncertainty arises.
24
Question
What role does risk assessment play in disciplinary decisions?
Answer
Identify risk and determine if suspension is appropriate.
25
Question
What should you ensure about decisions made under this policy?
Answer
Fairness, reasonableness, and compliance with legislation.
26
Question
What is the purpose of support in the policy?
Answer
Help employees improve conduct rather than punish.
27
Question
What is the consequence of not following the policy properly?
Answer
Legal and contractual risks, potential tribunal penalties.
28
Question
What is the recommended order for addressing issues?
Answer
Informal resolution first, then formal if necessary.
29
Question
What is the role of the People Leader in this policy?
Answer
Understand policy, apply fairly, conduct investigations/hearings.
30
Question
What should be considered if a medical condition affects performance?
Answer
Reasonable adjustments per Equality Act 2010.