How to deal with unacceptable workplace behaviour

Taryn Strugnell, 29 Feb. 2016

Tags: unacceptable workplace behaviour, workplace behaviour, misconduct


Workplace misconduct relates to deliberate or careless acts of unacceptable behaviour by an employee. Serious misconduct can disrupt productivity and cause lasting damage to your business.

And you need to nip it in the bud swiftly.

But at the same time, you need to be careful not to jump the gun...

The first thing you can do to try and avoid acts of misconduct from occurring in your workplace is clearly outline the standard of behaviour and performance you expect from your employees.

This means implementing concise workplace policies as well as disciplinary guidelines to assist managers in dealing with difficult employees.


You also need to be prepared to investigate allegations of misconduct fairly as to minimise any legal risks.

Finally, you need to be 100% certain that misconduct is serious enough before you decide that it warrants disciplinary action or dismissal.

If you don't have sufficient evidence, you could have a fight on your hands. To help define unacceptable workplace behaviour and how you should respond when it occurs, the team behind the Employment Law Practical Handbook created the eReport, Managing Misconduct.

This 77-page guide provides a comprehensive overview of how to identify employee misconduct, how to implement effective disciplinary measures and how to avoid the risk of attracting any legal repercussions.

It explains:
•    Exactly what constitutes misconduct in the workplace;
•    What you need to include in your workplace policies;
•    How to develop discipline management guidelines;
•    What you need to consider before investigating allegations of misconduct;
•    How to avoid any legal implications when dismissing for misconduct; and
•    How to determine when misconduct warrants summary dismissal

Managing Misconduct also contains 12 important letter templates that will enable you to respond to misconduct professionally and provides a 7-step guide to conducting an investigation.

Misconduct in the workplace is not specific to any particular industry and can cause major headaches if not handled correctly.

Click here to learn more about Managing Misconduct and to download your copy today.

P.S Being able to respond to employee misconduct quickly, confidently and effectively is key to putting bad behaviour to a stop! Don't waste any more time...



Related articles:


Latest:

Comments
0 comments



 
 


RSS Facebook Share the experience
Labour and HR Club
Topics
  • CCMA
  • Discipline
  • Dismissals
  • Employment Equity
  • Employment terms and conditions
  • Foreigners
  • Laws / Acts / DoL
  • Leave
  • Performance management
  • Policies and procedures
  • Recruitment
  • Trade unions
TOP ANSWERS 2018
I need to know if consecutive leave days include public holidays? Should I be forfeiting leave days if they fall over...[read more]
Published at 13 Dec. 2017 1 answer
A staff member asked to take leave for three weeks in 6 months time to visit his elderly mother in Australia. This was...[read more]
Published at 26 Jan. 2018 1 answer
Hi, I work 5 hours a day (8am to 1pm). Am I entitled to any sort of break?[read more]
Published at 16 Jan. 2018 1 answer
Good morning, Kindly confirm if the below constitute for family responsibility leave please. I fell ill two days...[read more]
Published at 08 Jan. 2018 1 answer
HOW MANY DAYS MATERNITY LEAVE MAY BE APPROVED FOR A TEMPORARY EMPLOYEE?[read more]
Published at 18 Dec. 2017 1 answer
My domestic worker told me she is pregnant, she will be working for me for about 2 years now and we have not registered...[read more]
Published at 06 Feb. 2018 1 answer
Video Archive Video club
Your library of Free eReports
View full library