[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-172895-105":53,"doc-detail-172895-en":130},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":123,"head_meta":125,"extra_data":127,"updated_unix":129},105,"en","disciplinary-policy-disciplinary-dismissal-procedures","Disciplinary Policy - Disciplinary & Dismissal Procedures","","This disciplinary policy defines the actions taken when workplace disciplinary rules are breached and sets out procedures for handling misconduct and performance issues. It distinguishes informal resolution (advice, coaching and counselling, with no formal record) from formal stages including formal verbal warnings, written warnings, and final written warnings, each with specified review periods. It also outlines the standard disciplinary and dismissal process, the right to be accompanied, and appeal steps, and covers gross misconduct with investigation, possible suspension on full pay, and dismissal triggers.",{"@graph":63,"@context":122},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":36,"@type":70,"position":76},"https://docshare.wps.com/template/forms/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/disciplinary-policy-disciplinary-dismissal-procedures/172895/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/disciplinary-policy-disciplinary-dismissal-procedures/172895.png","ImageObject",442,249,{"name":88,"@type":89},"Aditya","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/vnd.openxmlformats-officedocument.wordprocessingml.document","2026-10-22","2026-09-01",true,{"@type":98,"interactionType":99,"userInteractionCount":8},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114,118],{"name":105,"@type":106,"acceptedAnswer":107},"What situations are covered by this disciplinary policy?","Question",{"text":108,"@type":109},"The policy covers breaches relating to misconduct, sub-standard performance, harassment or victimisation, misuse of employer facilities (including computer facilities), poor timekeeping, and unauthorised absences.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"How are minor cases typically handled?",{"text":113,"@type":109},"Minor misconduct and most poor performance matters may be addressed informally through advice, coaching, and counselling, including an informal verbal warning that does not form part of the formal procedure and is not kept as a formal record.",{"name":115,"@type":106,"acceptedAnswer":116},"What is the standard process for disciplinary meetings and appeals?",{"text":117,"@type":109},"The employer issues a written statement and calls a hearing (Step 1), holds a meeting before any action is taken and informs the employee of the decision and appeal rights (Step 2), and if the employee appeals, a further meeting is arranged with the final decision confirmed in writing (Step 3).",{"name":119,"@type":106,"acceptedAnswer":120},"How does gross misconduct affect disciplinary action?",{"text":121,"@type":109},"Gross misconduct may involve suspension on full pay while investigated, with dismissal only determined after a full investigation. The policy also allows a Modified Dismissal Procedure in limited cases where immediate dismissal is justified.","https://schema.org",{"og:url":78,"og:type":124,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":126,"canonical":78},"index,follow",{"doc_id":128,"site_id":56},172895,1791704610,{"code":4,"msg":5,"data":131},{"doc_id":128,"user_id":132,"nickname":88,"user_avatar":133,"doc_module":9,"category_id":35,"category_name":36,"doc_title":59,"doc_description":61,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":8,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":79,"language":139,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":140,"faqs":141,"seo_title":142,"seo_description":61,"update_tm":143,"read_time":73},962085564549,"https://ap-avatar.wpscdn.com/davatar_085a072bc5b1113ac321206ff7593b45","The aim of this policy is to support good conduct and performance.  This policy sets out the action that will be taken when disciplinary rules are breached.  Matters that may be dealt with under this procedure include discipline and dismissal for the following reasons (this list is purely an example of reasons and is not exhaustive):\nmisconduct\nsub-standard performance\nharassment or victimisation\nmisuse of employer’s facilities including computer facilities (e.g. e-mail and the Internet)\npoor timekeeping\nunauthorised absences\nMinor cases of misconduct and most cases of poor performance may be dealt with by informal advice, coaching and counselling.  An informal verbal warning may be given, which does not count as part of the formal (or statutory) disciplinary procedure.  No formal record of this type of warning will be kept.\nIf there is no improvement or the matter is serious enough, the employer will follow the Disciplinary & Dismissal Procedure and will invite the employee to a disciplinary meeting at which the matter can be properly discussed.  The employee is entitled to bring someone along to this meeting, such as a work colleague, advocate or friend.  The employer will communicate the outcome of the meeting to the employee.\nThe employer might choose the following disciplinary measures:\nFormal verbal warning\nIf the issue is deemed to be minor then the employer may give the employee a formal verbal warning.  The employer will keep a note of this formal verbal warning on file but it will be disregarded for disciplinary purposes after a period of 6 months.\nWritten warning\nIf the issue is more serious or there is no improvement in conduct after a formal verbal warning the employer will give a formal written warning giving details of the complaint, the improvement or change in behaviour required, the timescale allowed for this, the right of appeal and that a final written warning may be given if there is no sustained satisfactory improvement or change.\nA copy of the written warning will be kept on file but will be disregarded for disciplinary purposes after a period of 12 months.\nFinal written warning\nWhere there is a failure to improve or change behaviour during the period of a prior formal written warning, or where the infringement is sufficiently serious, the employer can give a final written warning.  This will give details of the complaint, warn that failure to improve will lead to dismissal and refer to the right of appeal.  The final written warning will be kept on file but will normally be disregarded for disciplinary purposes after a period of 12 months.\nDismissal\nIf the employee’s conduct or performance still fails to improve, the final step will be to contemplate dismissal.  In these circumstances, the statutory disciplinary & dismissal procedure will be followed.\nStandard Disciplinary & Dismissal procedure\nStep one: Employer gives employee a written statement and calls a hearing\nThe employer will set out in writing the employee’s alleged conduct, characteristics or other circumstances which lead him/her to contemplate dismissing or taking disciplinary action against them.  The employer will inform the employee in the written statement of the basis on which he/she has made the allegations against the employee.  Where possible the employer will provide copies of any relevant evidence.  The employer will invite the employee to a hearing to discuss the matter.\nStep 2: Meeting is held and employer informs employee of the outcome\nThe meeting will take place before any action (other than suspension on full pay if appropriate) is taken.  The meeting will be held without undue delay but only when the employee has had a reasonable opportunity to consider a response to the employer’s written statement and any further verbal explanation the employer has provided.  The employee must take all reasonable steps to attend the meeting.\nAfter the meeting the employer will inform the employee of his/her decision and notify the employe","cbCaipZUgPHgLUUJ","https://ap.wps.com/l/cbCaipZUgPHgLUUJ","docx",34541,"English","# Disciplinary policy overview\n## Reasons covered under the procedure\n# Informal resolution\n# Formal disciplinary measures\n## Formal verbal warning\n## Written warning\n## Final written warning\n## Dismissal\n# Standard disciplinary and dismissal procedure\n## Step 1: Written statement and hearing\n## Step 2: Meeting and decision\n## Step 3: Appeal hearing and final decision\n# Gross misconduct\n## Suspension and investigation\n## Common grounds for dismissal\n# Modified dismissal procedure\n## Step 1: Written statement","[{\"question\":\"What situations are covered by this disciplinary policy?\",\"answer\":\"The policy covers breaches relating to misconduct, sub-standard performance, harassment or victimisation, misuse of employer facilities (including computer facilities), poor timekeeping, and unauthorised absences.\"},{\"question\":\"How are minor cases typically handled?\",\"answer\":\"Minor misconduct and most poor performance matters may be addressed informally through advice, coaching, and counselling, including an informal verbal warning that does not form part of the formal procedure and is not kept as a formal record.\"},{\"question\":\"What is the standard process for disciplinary meetings and appeals?\",\"answer\":\"The employer issues a written statement and calls a hearing (Step 1), holds a meeting before any action is taken and informs the employee of the decision and appeal rights (Step 2), and if the employee appeals, a further meeting is arranged with the final decision confirmed in writing (Step 3).\"},{\"question\":\"How does gross misconduct affect disciplinary action?\",\"answer\":\"Gross misconduct may involve suspension on full pay while investigated, with dismissal only determined after a full investigation. The policy also allows a Modified Dismissal Procedure in limited cases where immediate dismissal is justified.\"}]","Disciplinary Policy - Disciplinary & Dismissal Procedures | DOCX",1788297424]