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Disciplinary Management

What is Disciplinary Management?

When people think about HR, they often immediately think of disciplinary issues. Sure, people do things they shouldn’t and sometimes staff just really aren’t performing. We get it. When you’d rather see the back of someone, that’s ok, but let’s look at how to do it the right way.


Disciplinary management is about following a fair and reasonable process with your employee to deal with an issue of misconduct or to improve performance. Disciplinary processes need to be carried out correctly, as processes which may end in someone losing their job always poses an element of risk to an employer.

When carrying out a disciplinary process, you have to act in good faith. All too often employers are ‘found out’ through a grievance process if they have not given the employee a fair hearing and given the situation due consideration.

It can be a lot to handle.  Even when you think you’ve got it right you might still have gaps or contradicting policies in place.  Talk to Goal Digger about creating new robust policies and procedures or reviewing and updating your current ones.

Our Key Tips

  • Don’t let poor performance go on for a period of time without raising concerns. In doing so, you create an acceptable standard or culture.
  • Don’t fly off the handle to an immediate decision when it comes to misconduct. Ensure you conduct a fair and thorough investigation and consult with your employee.
  • Check your processes or policies. What do they tell you about how you should handle the procedure?
  • Get help if you are out of your depth.

Want to hear more?

Get in touch about setting up your policies and procedures.  We can sit down for a consultation and work out the best course of action.

Personal Grievance

What’s a personal grievance?
An employee can pursue a personal grievance against their employer under the Employment Relations Act. Here’s the reasons why:

  • unjustifiable dismissal,
  • unjustifiable action which disadvantages the employee,
  • discrimination,
  • sexual harassment (by someone in authority or by co-workers),
  • racial harassment, or
  • duress over membership of a union or other employee organisation.

The personal grievance must be raised within 90 days of the grievance occurring or coming to the employee’s attention. In a limited number of situations, a grievance can be raised outside of the 90 days. It’s in your best interests to keep everything above board.

If you’d like help avoiding situations like personal grievance claims, talk to us about setting up your policies and procedures.  It’s best to have these in place BEFORE you need them.

Asking your employee to resign doesn’t protect you from your employee raising a grievance, neither does pushing them to a point when they feel forced to resign.

Talk to us

Talk to us if you need help to get your staff back on track

Let's chat

If you think you could benefit from a career practitioner, please get in touch. We are only too happy to discuss how we can work for you.

PHONE
07 393 2424

OFFICE ADDRESS
1136 Fenton Street
Rotorua 3010

HOURS
Mon-Thur: 9am-4pm
Fri: 9am-12pm
Mon: 7pm-late

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