Drafting Disciplinary Policies
It is very important for any business to draft a solid disciplinary policy and make sure that all the employees are made aware of it.
The purpose of the disciplinary policy is to set and maintain standards of conduct within the company and also ensure that all employees are treated fairly and consistently.
Disciplinary policies are also designed to help and encourage all employees to achieve and maintain satisfactory standards of conduct.
Seek the help of an attorney in creating solid guidelines or for advice on ways to gain protection from legal troubles pertaining to employee and employer relationship. At HHS Lawyers, all the disciplinary provisions are tailored in order to serve legitimate interests of our clients.
With a pre-drafted disciplinary policy template, it only provides general guideline for the disciplinary measures a company may take and can invalidate the agreement. This is why clients of the firm seek our expertise and skill in drafting such type of document and also in making sure that it will be considered as a legally enforceable contract. Here are instances wherein clients trust us to have properly drafted disciplinary policies in place:
Addressing disciplinary actions to be taken
The disciplinary action (by employer) is a response by the employer to problems with employee performance or behavior. It is better to seek the help of our lawyers to have a written statement of disciplinary action that’s to be taken by an employer. Any disciplinary action is implemented in order to correct the behavior of the employee and to document the issue.
Warning notice for disciplinary action
If an employee commits any act that can be illegal, a warning letter can be sent to record the misconduct. This is an initial process taken on the part of the company. The letter sets the future expected behavior and may be a precursor to termination. We can draft a warning letter for our clients and also ensure remedial action to be taken.
Our lawyers and legal consultants in Dubai make sure a disciplinary policy contains the key elements such as:
- Informal warnings
- Criminal charges when an employee is criminally charged
- Disciplinary meetings and the employee’s right to be accompanied to them
- The stages of disciplinary action
- Gross misconduct on behalf of an employee.
- Procedures when an employee is appealing against a decision
Disciplinary policies are established for the handling of unwarranted situations in the workplace and the document clearly states that employees should abide by a certain code. A Code of Practice is not legally binding, but it is referred to by Employment Tribunals. If you want to gain more insight regarding the important HR documents a business needs, don’t hesitate to reach out to our lawyers.
If you don’t have a proper disciplinary policy in place, then you most definitely need to seek the help of HHS Lawyers. Our legal advisors can draft this important legal document for you, tailored to your organization’s needs.
We work as per the requirements of every single one of our clients and also identify the legal jargons, statutes and codes quickly and effectively in different legal spheres. We can tailor disciplinary policies to the needs of our clients, so call us today to speak to our legal drafting team for legal drafting services in Dubai.
What is the process of a disciplinary hearing?
This action can be put up by an employee and for those who wish to discuss an allegation or misconduct on behalf of an employee.
What are the different types of disciplinary actions?
Some of the common types of disciplinary actions are as follows:
- Performance improvement plan
- Temporary pay cut
- Written warning letter
What is the meaning of disciplinary procedure?
Disciplinary procedure mainly deals with a misconduct by employee(s). This process is for serious misconduct and the employee concerned is likely to be suspended.
Am I able to refuse the signing of a disciplinary documentation at work?
Employees often refuse in signing disciplinary action documentation, which can be bad news for a company. Employees are likely to provide their signatuures if notices are worded in a way that they agree. If employees still choose not to sign, HR personnel may provide a document receipt that contains their signatures. Take note: there must be a witness together with an HR professional signing the receipt. In such cases, it is best to seek an attorney for legal advice.