8.3.1 The following principles are to be followed when dealing with disciplinary matters:
- The employee must be advised of the right to request representation at any stage.
- The employee must be advised in writing of the specific matter(s) causing concern and be given a reasonable opportunity to provide an explanation. Before making a final decision the employer may need to make further inquiries in order to be satisfied as to the facts of the specific matter(s) causing concern.
- The employee must be advised of any corrective action required to amend their conduct and given a reasonable opportunity to do so.
- If the offence is sufficiently serious an employee is to be placed on suspension with or without pay pending further inquiry under clause 0(b) above.
above - The process and any disciplinary action are to be recorded, sighted and signed by the employee, and placed on their personal file.
- The provisions in Part 12 explain the processes available under the Employment Relations Act 2000 to any employee aggrieved by any action of their employer taken under these provisions.