Outcomes of Disciplinary Hearing PDF

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Outcomes of Disciplinary Hearing...

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Outcomes of Disciplinary Hearing There are several possible outcomes following a disciplinary hearing. ! The employee should receive a written letter outlining the decision made by the disciplinary hearing. If the employee does not agree with the decision they should be permitted to appeal. ! Dismissal The most serious outcome is dismissal which is when the person’s employment with the organisation is terminated. This can be either with or without notice depending on the seriousness of the incident. ! Dismissal is usually as a result of gross misconduct or after the employee has already received a final written warning. ! Written Warning This is a formal warning that the employee can receive. ! A written warning should outline: ! • • • •

The incident in question! The steps to be taken to prevent future occurrences ! What further action will be taken if the employee does not improve! How long the warning will remain in place for!

Final Warning A final warning will contain the same details as a written warning. However, it should be made clear that if the employee does not improve the next stage could be dismissal. ! A final warning can be given if the employee has already received a previous written warning. Although, in serious cases the employee may skip straight to a final written warning in the first instance. !

Demotion This is when the employee remains employed by the organisation but their rank/ status is reduced or downgraded. ! This is sometimes offered to the employee as an alternative to dismissal. ! However, an employee can only be demoted if they agree or it is stated in the employment contract. ! Informal/Verbal Warning Cases that are small or not so serious may be dealt with by having an informal conversation with the employee. ! The employer should discuss with the employee, the issue/incident in question and identity ways to prevent it happening again. It may also be decided to offer more training or support to the employee. No action This is when the employer decides that no action is required. The employee should still receive a letter explaining this decision. However, they will be allowed to return to work. ! Other Outcomes ! Depending on the organisation there may be other outcomes such as more training or mediation....