Navigating Disciplinary Meetings: A Fair and Just Outcome
Ensure a smooth and compliant disciplinary process with expert guidance on natural justice, avoiding personal grievance costs, and proper suspension and outcome procedures.
The disciplinary meeting process can be a complex and sensitive matter, but with the right approach, it can result in a fair and just outcome for all parties involved. Adhering to principles of natural justice, being mindful of personal grievance costs, and following proper procedures are key to a successful outcome.
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The process of disciplinary meetings can be a delicate and nuanced one, but there are a few key principles that, if adhered to, can ensure a fair and just outcome for all parties involved. First and foremost, it is essential that the process is fair and reasonable, and that it follows the principles of natural justice. This means that the employee in question is given ample opportunity to defend themselves and present their version of events, and that the final decision is one that a fair and reasonable employer would make given similar circumstances.
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Another important consideration is to be mindful of the potential cost of a personal grievance action. While it may seem like a one-hour consultation is a significant expense, it pales in comparison to the potential cost of defending and paying out over a personal grievance. Therefore, if in doubt, it is advisable to seek professional guidance.
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The steps involved in concluding a disciplinary process are relatively straightforward. If appropriate, the employee may be suspended in order to prevent any further damage from being done. Next, a letter is issued calling the employee to a disciplinary meeting. During this meeting, the employee is given the opportunity to present their defense, and the employer is able to discuss and negotiate any potential exit packages or final outcomes. It is crucial that this process is conducted correctly, as any missteps could expose the employer to a greater risk of personal grievance actions.
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If you are in need of assistance navigating this process, our firm offers a range of services to help. Our fees are based on time spent, at a rate of $250 per hour, plus any disbursements that may be incurred. We can provide you with the tools and guidance you need to take the employee through the process, or we can run the entire process and attend the disciplinary meeting on your behalf. To engage our services, please email us with a copy of the employee's employment agreement, any relevant company policy documents, and any letters or emails exchanged between you and the employee regarding the matters of misconduct. We will then work with you to supply you with the methodology of how to suspend the employee, incorporate your matters of misconduct into a disciplinary letter, conduct the disciplinary meeting, and write the outcome letter for the disciplinary process.
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