Fresh HR Insights has developed an Online platform where you can have access to a range of different course options to help Small to Medium business in their Human Resource requirements. The first course that we have available to our Clients and SME’s is a Step by Step Process for Disciplinary including the templates. Below is a snip bit of what you can expect to find.

To purchase access to this training and the template for 90 days please contact us on

The cost is $295 + GST. Once payment is received the log in details will be emailed to you and you will have 90 day’s of access to the course


Process for Disciplinary

Managing employees can be complex but by following some simple steps and have a fair and transparent process that is free from any discrimination, harsh, unjust or unfair actions then you are on the right track to a claim free workplace. Not only that but you will have more motivated, loyal and productive employee’s.

Definition – The term ‘discipline’ is used to cover any action by an employer in relation to an employee which is designed to correct the employee’s behavior — in response to a perceived misdemeanour or wrongdoing or refusal of duty by the employee.

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The following principals are important when conducting Disciplines:

  • Be honest, frank, and precise about the sources of your dissatisfaction and about your future expectations for the employee;
  • Keep your criticisms free of non-work related matters and be as unemotional as possible, even though the situation is often stressful to you as a supervisor/ manager as well as to the employee.

If one of your employees is not working to the level you expect, you need to tackle that by following the correct procedure depending on whether or not the problem is down to conduct or capability. An employee’s failure to work to the expected standard, their behaviour, their attendance or how they follow instructions could be as a result of a conduct or a capability issue, and you need to identify which it is.

Many employers confuse conduct and capability issues and you need to keep them separate. You need to look at why your employee’s performance is below standard and determine if it is because they cannot work to the required standard or because they will not.

If they cannot, then it is a capability issue, whereas if they will not, then it is a conduct issue.

For example, you tell two of your employees to fill out some paperwork. Both employees carry this out to a poor standard.

Employee A has never been shown how to do the paperwork properly so doesn’t know how to do the work to the correct standard.

Employee B has been shown how to do the paperwork and is able to complete it to the required standard.

Employee A’s performance is a capability issue. They cannot do the work.

Employee B’s performance is a conduct issue. They can do the work but are choosing not to.