Disciplinary Action for Hospitality & Tourism
Handles staff member conduct or performance issues through a progressive discipline process from verbal warning to potential termination.
Includes food safety compliance (HACCP), RSA requirements, liquor licensing documentation, and tourism accreditation record keeping.
Workflow Stages
Issue Documentation
The manager documents the specific issue, including dates, facts, policy violations, and prior informal discussions.
Inputs
- Incident details
- Relevant policy document
- Previous informal conversation notes
Outputs
- Documented incident report
- Supporting evidence gathered
- HR consultation request submitted
HR Consultation
HR reviews the documentation to advise on the appropriate level of disciplinary action and legal compliance.
Inputs
- Incident report
- Staff member personnel file
- Disciplinary policy and precedents
Outputs
- Recommended disciplinary action level
- Legal risk assessment
- Meeting plan and talking points
Decision Points
- • What level of discipline is appropriate?
- • Is legal counsel involvement needed?
Disciplinary Meeting
Conduct a formal meeting with the staff member to discuss the issue, hear their perspective, and communicate the action.
Inputs
- Meeting plan and talking points
- Disciplinary action letter
- Witness or HR representative presence
Outputs
- Meeting notes
- Staff member response documented
- Disciplinary action letter delivered
Improvement Plan
Create a performance improvement plan with clear expectations, support, and a review timeline.
Inputs
- Disciplinary action details
- Improvement plan template
- Success criteria
Outputs
- Signed improvement plan
- Check-in schedule established
- Support resources identified
Monitoring and Follow-Up
Monitor the staff member progress against the improvement plan through regular check-ins.
Inputs
- Improvement plan
- Check-in schedule
- Performance observations
Outputs
- Progress reports
- Check-in meeting notes
- Final determination recommendation
Decision Points
- • Has the staff member met improvement targets?
- • Is further disciplinary action needed?
Final Determination
Make the final decision on the staff member status based on their improvement plan results.
Inputs
- Progress reports
- Manager recommendation
- Staff member response and history
Outputs
- Final decision documented
- Staff member notified of outcome
- Personnel file updated
Decision Points
- • Is the issue resolved?
- • Is escalation to the next disciplinary level required?
Frequently Asked Questions
Can an staff member bring a representative to a disciplinary meeting?
Yes, employees may bring a colleague or union representative to disciplinary meetings, as outlined in the company staff member handbook.
What if the staff member disagrees with the disciplinary action?
Employees can submit a written appeal to HR within 10 business days. The appeal is reviewed by a senior HR leader and the manager skip-level.
How long does a disciplinary record stay on file?
Disciplinary records remain in the staff member personnel file for 12 months for verbal warnings and 24 months for written warnings, after which they can be reviewed for removal.
Ready to implement this workflow in your business?
Our team can implement this workflow into your business operations with custom tools and training.