Hr - Grievance

Describe the six stages of a formal disciplinary procedure that an organisation such as Hooper & Henderson should have in place

It is essential for all organization to set up a formal disciplinary procedure. A clear and consistent disciplinary procedure is good practice in the workplace. They help to promote fairness and consistency in the treatment to each individual employee.

It is always easier to try to solve problem in a less formal manner in the first instance. However if incident is considered as a serious case, a formal disciplinary procedure will be needed.

Outlined below are the 6 stages of the disciplinary process:

|1. Formal talk |2. Verbal warning |3. Written warning |

|4. Suspension/ lay off |5. Demotion |6. Dismissal |

Not necessary for all organization follow all stages of procedure, especially within the commercial industry where companies usually only involved in stage: 1, 2, 3 and 6, unlike Government structure where required to follow the whole 6 stages.

Formal Discussion

When there’s a minor (or initial) misconduct occurred, a formal discussion will be held to explain to the employee about the disciplinary procedures and the reason why they have been called for the discussion.

The employee should be notified that there will be further action of warning if there’s no improvement in the coming future.

Verbal Warning

If there is no sign of improvement since the employee has had the formal discussion or if the employee has again made any misconduct. A full discussion will be held between an employee and the line manager and ensure that the employee has the opportunity to explain their own version of incident.

A verbal warning should be clearly stated with date, time and reason for warning, required signature from the line manager and employee and all documents/...