The law requires employers to act reasonably when dealing with disciplinary issues. What is regarded as reasonable behaviour will depend on the circumstances of each case, and is ultimately a matter for employment tribunals to decide in unfair dismissal claims. However, fully complying with the disciplinary procedure and referring to this guidance  will help you deal with disciplinary issues in a fair and consistent manner.

Managing Discipline Pages

Managing Discipline – First Steps

Managing Discipline – The Investigation

Managing Discipline – The Hearing

Managing Discipline – The Appeal

Managing Discipline – Other FAQs

Employee Code of Conduct

Employees and Managers are expected to familiarise themselves with the below code of conduct.  This should be made readily available to everybody and should be shown to all new employees of the Council. 

Employee Code of Conduct

Managing Discipline Overview

For an explanation and overview of the Managing Discipline process, please watch / listen to the video below.

These pages will provide you with a general overview of the Managing Discipline Policy and Procedure.  However, further guidance is attached should you need it.   

If you are an employee and want more advice and guidance, you should contact your Trade Union.  You may also want to make use of the Council’s Counselling Service.

Service Responsibility

The responsibility for a discipline case sits with the Service.  Once a Manager determines that a case has been made to follow the Managing Discipline policy and procedure, they should advise their Service Manager / Chief Officer / Director.  They will then appoint an investigating officer who will investigate the allegations made against the employee.

If a determination needs to be made about whether or not to suspend an employee or offer an alternative to suspension, this can be done by the Line Manager in the first instance.  However, an investigating officer may wish to change any decision made once they have started their investigation.  

While People and Organisation must be notified about any investigation and suspension / alternative to suspension, the Service is responsible for undertaking the entire investigation process through to the completion of the investigatory report. Copies of all letters and documents relating to the disciplinary process should be sent to People and Organisation for putting into an employee’s file.

The Service is also responsible for making any referrals to professional bodies, including Disclosure Scotland.

Policy and Guidance Documents

Managing Discipline Guidance for Managers

Managing Discipline Policy and Procedure

ICT Acceptable Use

Investigating Complaints by Service Users against Employees Guidance

Appeals Sub Committee Procedure

Click here to return to the main Employee Relations page

Add a ‘Like’ and/or a ‘Rating’  below to indicate how useful you found this page