Introduction

It can be a daunting process for an employer to decide to embark on a disciplinary journey. There are many hurdles to successfully face and surmount from deciding how to go about the investigation process, obtaining all relevant facts, commencing the disciplinary process itself and how to comply with the statutory requirements in respect of communications, participation and responsiveness during this time. Can evidence from secret witnesses be factored into the decision-making process? Is it possible for the employer, or the employee, to record a disciplinary meeting? What if this is done without the knowledge of the other party? Should the employer report the employee to the police or to a relevant registration body?

No wonder this session is subtitled, “The Thorny Issues”. Hopefully we will help you navigate through the thorns and add clarity and a much less painful road to follow when conducting disciplinary processes.