No Image Available

HR Tip: Different disciplinary offences

pp_default1

These questions are being answered by Learn HR, a market leader in the provision of HR and payroll training and nationally-recognised professional qualifications.


Q:  "An employee made offensive remarks to her supervisor and was given a formal warning. She has just broken an important health and safety rule. As this is a different type of offence, do we have to start at the beginning of our disciplinary procedure?"

A: You would only need to do this if you had a separate disciplinary process for dealing with health and safety issues, which I suggest is unlikely. Each of these incidents is an example of misconduct, therefore, assuming that the first one is still valid, you may proceed to the next sanction if, following a disciplinary hearing, you believe that the employee did in fact break the rule and there are no mitigating circumstances.

View all our HR tips:

No Image Available
Newsletter

Get the latest from HRZone

Subscribe to expert insights on how to create a better workplace for both your business and its people.

 

Thank you.

Processing...
Thank you! Your subscription has been confirmed. You'll hear from us soon.
ErrorHere