I am advising a client with a view to updating their Employee Handbook and Employment Contract. They currently have separate Capability and Disciplinary Dismissal procedures. I don’t really see any benefit in having two procedures as they are usually both documented within a single Discplinary Procedure. Any thoughts, comments, advice on this? What’s your preference/experience – and why?
Jayne Jones
www.positiveaboutpeople.co.uk
Jayne Jones