When conduct is the issue.
WHAT DISTINGUISHES CONDUCT FROM PERFORMANCE
Conduct is about behaviour and rules; performance is about capability and output.
WHY THE DISTINCTION MATTERS
They follow different processes.
WHAT A FAIR PROCESS GENERALLY REQUIRES
Investigation before conclusions Clear notice of the allegation An opportunity to respond A decision by someone impartial A right of appeal Records throughout
WHY PROCESS MATTERS AS MUCH AS SUBSTANCE
Decisions with correct outcomes and defective process are frequently overturned.
WHAT TO DO FIRST
Establish the facts.
HOW
Speak to those involved, separately, and record what they say.
WHAT TO AVOID
Deciding before investigating Discussing it with people who have no role Acting while angry
WHAT SUSPENSION IS
Removing someone from the workplace while a matter is investigated.
WHAT IT IS NOT
A penalty.
WHAT TO ESTABLISH BEFORE SUSPENDING
Whether it is necessary.
WHAT TO CONFIRM IN WRITING
That it is neutral, paid, and for how long.
WHAT TO PUT IN ANY DISCIPLINARY NOTICE
The allegation, specifically The evidence The meeting arrangements Their right to be accompanied, where your policy provides it The possible outcomes
WHAT TO RECORD
Every step.
WHAT TO TAKE ADVICE ON
Anything that could result in dismissal.
WHY
The cost of a defective dismissal exceeds the cost of advice.
