Online Disciplinary Process

Successful employer / employee relations involve striking a balance of interests.

Employers: the right to manage – the ability to plan for the future so that the company can continue to be a success, to make profits for its shareholders and to keep its employees motivated.

Employees: Its all about securing the best possible conditions and living standards while feeling valued and appreciated.

Where employees are not happy with working conditions this frequently leads to high labour turnover, bad timekeeping and high levels of absenteeism.

It may also occur in the form of slackness by individuals, poor working, deliberate time wasting and similar practices.

More than often employers will turn to disciplinary action when there is a break down in the employer / employee relationship.

If the process followed is not open, transparent and fair for all parties; this will ALWAYS lead to resentment from the employee.

We have created a proven online disciplinary process which is open, transparent and fair for all parties.

The process has been created to ensure a more harmonious working relationship between employers and employees.

The result of not following a clear, open and transparent disciplinary process is high unemployment, lost productivity, increased stress, high legal fees, uncertain future and failed businesses.

By working together, collaborating and sharing information, employers and employees can create a more harmonious workplace for the benefit of all.

-- FIVE REASONS --

1. It costs only $29.99

Lifetime access to 23 Chapters and over 42 pages of disciplinary procedures. In addition, you also gain access to our online guides, resources and support (www.employersguide.co.nz).

2. Includes checklists and templates

You get access to MS WORD checklists and templates for writing warnings and dismissal letters including redundancy and sickness.

3. Reduce costs

For an employer, you can expect to pay anywhere from $7,000 - $10,000 just to defend yourself against a personal grievance.

The average pay out awarded by the Employment Relations Authority is $7,208.

4. Reduce stress

A real problem that employer's are currently facing is that some lawyers are happy to act for employees on a 'no-win no-fee' basis.

5. Reduce risk

An increase in personal grievances was being caused by an inability of employer’s to follow complicated procedures for dealing with workplace problems.

-- DISCLAIMER --

The Templates and Checklists are in MS Word format.

Therefore you will require a viewer to view these on your mobile phone. Alternatively you can e-mail them to yourself.

You agree that use of our guide, templates and checklists constitutes an acknowledgement of your understanding and acceptance of the following terms.

Whilst an Employer’s Guide has taken every care in the preparation of the content of these guides, templates and checklists and has taken reasonable steps to ensure that these guides, templates and checklists are free from any defect.

These tools and resources are generic tools designed to help you explore certain issues affecting your business. Their purpose is not to make decisions for you and certain issues may require expert advice.

An Employer’s Guide accepts no responsibility for ensuring that they are appropriate to your particular business.

To the extent permitted by law, an Employer’s Guide disclaims all liability or responsibility to any person for any direct or indirect loss or damage that may result from the use of these guides, templates and checklists or the information on it or from the action or failure to act by any person in reliance on any information contained in these guides, templates and checklists or from any use or interpretation of any of the tools and resources contained in these guides, templates and checklists or from any action or failure to act by any person in reliance on any of these tools and information or any interpretation of them.