For Ben Jones
Thanks for the information about giving a month's notice yesterday. Our contract goes on to describe our company policy for dismissal. This involves several layers of disciplinary action before dismissal. As the employee is in their probationary period, do we still need to go through this process or can we just give the month's notice?
12. Disciplinary procedure
It is company policy that the following procedure should be followed when an employee is being disciplined or dismissed. The procedure provides that in normal cases an employee will be given a series of warnings before discipline or dismissal is contemplated. The stages of the procedure that apply when a disciplinary penalty, eg demotion or dismissal, is applied.
Matters which may be dealt with under this disciplinary and dismissal procedure include discipline and dismissal for the following reasons:
i sub-standard performance
i harassment or victimisation
i misuse of company facilities including computer facilities (eg email and the Internet)
i poor timekeeping
i unauthorised absences
Minor cases of misconduct and most cases of poor performance may be dealt with by informal advice, coaching and counselling. An informal oral warning may be given, which does not count as part of the formal disciplinary procedure. No formal record of this type of warning will be kept.
If there is no improvement or the matter is serious enough, you will be invited to a disciplinary meeting at which the matter can be properly discussed. You will be allowed to bring a work colleague or trade union representative to the meeting. The outcome of the meeting will be communicated to you. There are the following possible outcomes.
Basically we know this person will not work out in the job, so all this is pointless. Do we have to go through it all?