How to Handle a Complaint to a Dismissal

employee dismissal

When workplace issues arise, it is usual for some negativity to build between the two parties causing tension between them and for one or both parties at times misguided and sometimes irrational behaviour.

It is extremely important to make sure that you keep your mind on the job straight and approach the situation in a calm and collected manner.

Initial Steps to take in workplace misconduct and dismissal cases

Step 1: Raising allegations on a timely basis, and investigating them promptly;

Step 2: Meeting with an employee to discuss allegations, and allowing them reasonable opportunity to respond to those allegations;

Step 3: Have Accurate and consistent documentation of all aspects of the procedure;

Step 4: Although obvious, make sure that the facts that gave rise to the investigation are substantiated.

When parties are presenting their positions at any review or investigation

Furthermore, when the investigations are being presented, the following steps should be followed:

1. Decisions to be made based on rules known to the employee;

2. The accused employee being treated equally and free from bias;

3. The right of the accused to present his views and evidence, and to have these taken into account before a final decision is made by the Employer.”

In conclusion, make sure you approach the situation in a calm, measured way. Distinguish what is a performance issue and what is genuine misconduct. And don’t let the basics of procedural fairness get lost in the rush.

Or the process will become longer and more time-consuming and expensive than you ever anticipated…