Disciplinary Policy and Procedures and why you should have them

Having a policy in place, while essential, is not it itself sufficient to safeguard your organisation.

It is widely recognised that an integral part of business success today is the development of a culture which encourages employees to achieve and maintain high standards of performance, conduct and behaviour.  However, there are always occasions when an employee does not meet the performance level or the standards of conduct and behaviour required.  An effective and properly implemented disciplinary policy and procedure will help address these situations in a fair, transparent and timely manner.

The Code of Practice published by the Labour Relations Commission (LRC) on Grievance and Disciplinary Procedures S.I. NO. 146 OF 2000 provides guidance for employers in this regard and although the code is not legally binding, external bodies such as the Labour Court, the Labour Relations Commission (LRC) and the Employment Appeals Tribunal do use it as a benchmark in assessing a case.  In addition, a good quality policy and procedure can protect other employees from unacceptable behaviour and help improve the performance of the under-achieving employee as well as reaffirm the cultural values of the company.  Having a policy in place, while essential, is not it itself sufficient to safeguard your organisation.  There are many other factors involved that need to be considered and the WorkplaceBullying team is here to help you navigate this difficult area.

The Disciplinary Q&A provides additional information and some useful resources on this topic.