Beware the following:
1. ‘Leap frogging’
Employers often skip stages of the disciplinary process when their frustration with an employee leads them to make a snap decision to sack them. But by disregarding the correct procedure, bosses could find themselves in an employment tribunal, facing claims of unfair dismissal.
2. Burying your head in the sand
Sometimes known as the ‘Ostrich Manoeuvre’, and common in cases of misconduct or poor performance, employers frequently choose to bury their head in the sand and do nothing. This approach means the employee is often unaware of the problem. However, the onus and legal responsibility is on the employer to ensure staff are aware of acceptable standards and disciplinary procedures.
3. ‘Where angels fear to tread’
Employers often fail to know the difference between acting promptly when a problem occurs and dashing in ‘all guns blazing where angels fear to tread’. Bosses must gather the facts of a case before proceeding with any action, even if an employee has been caught ‘red-handed’.
4. Failure to keep proper records
Employers commonly ignore the importance of collecting data regarding a disciplinary incident as soon as possible after it happens. Witness statements, records and the testimony of the ‘accused’ are all vital, particularly if the matter goes any further.