Do-It-Right Books
The easy complete guide to fixing problems

Do any part of the process of disciplining and dismissing staff wrong and you are likely to end up facing some hefty costs and wasting a lot of your time. Every employer must get the process right and ensure they have the right documentation in place. This comprehensive yet easy to follow book tells you what to do and how to do it. It even gives you the right words to use in meetings as well as letters. Covers all disciplinary matters, dismissals (including for sub-standard performance) and redundancies. Includes letters, forms, words to use in meetings, checklists. Book available for only $80.00 plus GST. IBSN 0-9582537-3-0

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Contents of the Book:

FIRST THINGS FIRST Check the agreement Who are we dealing with - employee or contractor? What kind of agreement do we have? Casual or permanent On trial or permanent Fixed term or permanent TO DISCIPLINE AN EMPLOYEE, YOU MUST Have good reason Good reasons are … Follow a fair procedure, which means Full and proper investigation Warnings An opportunity for the employee to be heard A fair hearing HOW TO CONDUCT DISCIPLINARY MEETINGS Introduction Procedure for a disciplinary meeting/inquiry Draft letters for your use Record of Disciplinary Meeting MISCONDUCT - INTRODUCTION Introduction Types of misconduct Serious misconduct usually includes Less serious misconduct usually includes Procedure to follow SERIOUS MISCONDUCT For serious misconduct Draft letters for your use Notice of disciplinary meeting for serious misconduct Summary dismissal letter with notice Summary dismissal letter without noticeWarning letter for serious misconduct

LESS SERIOUS MISCONDUCT For less serious misconduct Draft letters for your use Notice of meeting for less serious misconduct File note of verbal warning First warning letter for less serious misconduct Second warning letter for less serious misconduct Dismissal letter for misconduct INCOMPETENCE (SUBSTANDARD PERFORMANCE Is when And the correct procedure is Draft letters for your use Initial letter advising of disciplinary meeting Letters after disciplinary meeting Letter allowing opportunity to improve performance Dismissal letter for incompetence INCOMPATIBILITY Yes, it's legal to dismiss i Provided you follow this procedure INCAPACITY DUE TO ILL HEALTH OR INJURY Is a reason for dismissal when The procedure for dismissal is Draft letters and forms First letter to employee regarding prolonged illness or injury Summary of employee's rights under the Privacy Act and the Health Information Privacy Act form Consent to collect and release information form REDUNDANCY Is when The two rules are The procedure is Draft letters for your use Initial letter advising of possibility of redundancy Letter advising of redundancy

CONSTRUCTIVE DISMISSALS:
RESIGNATIONS WITH A STING
What is it anyway?
Two key questions
A technical point in your favour