The informal disciplinary process outlines when it is appropriate to use, such as for lateness, unauthorized absence, poor work quality or conduct. It should be used to send a message to employees that poor performance is unacceptable, inspire respect for management, and avoid problems building up over time. However, it should not be used if there is no evidence to support the issue, the problem is serious enough to require the formal procedure, or if the employee has already received two verbal warnings for the same issue in the past. Proper notes should always be kept of informal disciplinary actions in case they are needed for future formal procedures.

1. The Informal
Disciplinary
Process

2. When Is It Appropriate?
Lateness
Unauthorised absence
Poor quality of work
Failure to follow a process
Poor behaviour at work (conduct)
Poor attitude to work (responding to requests
to complete tasks)

3. You Must Deal With This In Order To
Send the right message to your employees
Indicate that poor performance is unacceptable
Set a precedent for other staff to follow
Inpsire respect for the management team
Avoids problems building up over time

4. Don't Use This Procedure If
You don’t have any evidence to support the
allegation or issue
The problem is serious and should be handled
by the formal disciplinary procedure
The employee already had 2 verbal warnings in
the past for the same thing

5. MAKE SURE YOU KEEP NOTES ON SUCH
INSTANCES, AS YOU MAY NEED TO RELY
ON THEM FOR FUTURE DISCIPLINARY
ACTION

6. Questions
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7. Questions
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