Disciplinary Procedure by EasyLegalDocs
This Disciplinary Procedure outlines a company's structured approach to managing employee performance and conduct issues. It details stages from informal discussions to formal warnings, investigations, and potential dismissal, ensuring a fair and consistent process. Employees are afforded rights to attend meetings with representation and to appeal any disciplinary action taken.
DISCIPLINARY PROCEDURE
Policy Statement
[company name] is committed to fostering a supportive and productive work environment. However, when performance or conduct does not meet our standards, we believe in addressing these issues fairly and consistently. This Disciplinary Procedure outlines the steps we will follow in such situations.
Scope
This procedure applies to all employees of [company name].
Definitions
Misconduct: Inappropriate behavior or actions in violation of company policies.
Gross Misconduct: Serious misconduct that can lead to immediate dismissal.
Disciplinary Procedure
Informal Stage: Minor issues will be dealt with informally through discussions between the employee and their supervisor.
Formal Stage: For more serious or repeated misconduct, the following formal process will be followed:
First Warning: If performance does not improve or misconduct continues after the informal stage, a formal written warning will be issued detailing the nature of the misconduct, the improvement required, and the timeframe for improvement. The consequences of further misconduct will also be stated.
Final Warning: If the issue is not resolved, or if a more serious offense occurs, a final written warning will be issued. This warning will include the possibility of dismissal if improvements are not made.
Dismissal: If performance or conduct does not improve after the final warning, the employee may be dismissed. In cases of gross misconduct, dismissal may be immediate.
Investigation
Before taking any formal disciplinary action, an investigation will be carried out to gather all relevant facts. The employee will be informed of the allegations against them and given the opportunity to respond.
Disciplinary Meetings
Before any disciplinary action is taken, the employee will be invited to a meeting to discuss the issue. The employee has the right to be accompanied by a colleague or union representative.
Appeals
Employees have the right to appeal any disciplinary action. The appeal should be submitted in writing to [designated officer] within 7 days of the disciplinary action.
Confidentiality
All disciplinary matters will be kept confidential and only shared with those involved in the process.
Modifications
This policy does not form part of the formal contract of employment and can be amended at any time by the company.
5.0 out of 5 on Google
Read reviewsAs seen in
About this template
What is this template?
This document is an internal workplace policy that details the sequential warnings and investigation protocols for employee misconduct. It is not an employment contract, and it specifically provides for the right to be accompanied by a union representative or colleague. It defines two categories of behavior: misconduct and gross misconduct.
When should you use it?
Use this policy when setting out the rules for employee behavior and the consequences of failing to meet performance standards. Use an Employment Agreement instead if you are defining the primary terms of the job such as salary and hours.
What's inside
| Clause | Name | What it does |
|---|---|---|
| III | Definitions | Distinguishes between standard Misconduct and Gross Misconduct, noting that the latter may lead to immediate dismissal. |
| IV.2 | Formal Stage | Sets out a three-tier progression comprising a First Warning, a Final Warning, and eventual Dismissal for unresolved issues. |
| V | Investigation | Requires a fact-gathering process before formal action and mandates that employees are informed of allegations and permitted to respond. |
| VI | Disciplinary Meetings | Entitles the employee to be accompanied by a colleague or union representative during discussions regarding the alleged issue. |
| VII | Appeals | Requires employees to submit an appeal in writing to a designated officer within 7 days of the disciplinary action. |
| IX | Modifications | Expressly states that this policy does not form part of the formal contract of employment and remains subject to amendment. |
Who it's for
- a company establishing standard procedures for handling employee performance issues and misconduct
- organizations requiring a non-contractual disciplinary policy that permits immediate dismissal for gross misconduct
- employers who need to define a 7-day window for internal disciplinary appeals
Frequently asked questions
A template isn't binding on its own - like any contract, it becomes binding once it's properly completed and signed. Templates in our curated library are professionally drafted for US or UK law; review any template before you sign it.
Yes. Chat with GitLaw to edit any section, or make changes directly in the editor.
Yes, read about team plans here.
Describe what you need in the chat and GitLaw will draft it for you.
Templates in our curated library are professionally drafted for US or UK law. The wider library comes from the GitLaw community and public sources - a solid starting point, but check any template fits your situation before you rely on it.
Mostly US and UK law. Some templates use general commercial terms that work across jurisdictions, and many note which law they're written for.
It depends on the situation. Templates work well for routine business agreements. For anything involving significant money, complex IP, employment, or areas you're unsure about, it's worth getting professional advice before you sign. GitLaw provides templates and tools, not legal advice.
Open any template in GitLaw and describe the change you want in the chat — 'make clause 4 mutual' or 'add a 30-day notice period', for example. GitLaw drafts the revised language and shows it as a suggested edit. You accept, reject, or keep editing from there.
Yes. Upload a Word, PDF, or Markdown file and GitLaw will open it in the editor. You can review, edit, or chat with GitLaw about it the same way you would with any template from the library.
Trusted by 5,000+ businesses
From template to signed, in one place
Every template opens in an editor with an AI agent alongside it.
Open
Pick a template and open it. Nothing to download, and no credit card to start.
Free to open
Edit with AI
Describe your situation in chat and the agent adapts the wording, clause by clause.
Tracked changes you can review
Send and sign
Share it for negotiation, then collect signatures without leaving GitLaw.
eSign included
Built for your legal work,
with practicing lawyers
Trained on 5,500+ clauses and specialist areas of law. Built with a standards committee of independent lawyers.
As seen in
Ready to get started?
No sales calls, no credit card. Just chat with GitLaw.
GitLaw provides templates and tools, not legal advice. Templates are a starting point, not a substitute for advice on your situation - for anything significant, speak to a qualified lawyer.