We have an employee who has ended up on a final written warning follow 2 separate conduct issues. A further incident has arisen, which is also linked to capability. The next step for the conduct would have been to dismiss, but we wanted to give the person 1 final opportunity to work it out.
We and they believe that the promotion to supervisor some time ago has impacted on their ability to hit their targets. Therefore instead of dismissing, the disciplinary sanction was to demote (as allowed in our t&cs). This will incur a some loss of salary, but should be gained back through hitting targets.
My question, do we need to give notice of the change in status and salary after the disciplinary or can it happen immedately? I can’t find anything definite in the contract but feel we should, as had we dismissed, it would have been a dismissal with notice.