Discplinary Process

Question 1

What is the purpose of the disc process

Answer 1

Ensure breach of the coc is managed fairly and in good faith, view to improve conduct. Good faith means

• engage open honest respect
• responsive and communicative
• active/constructive maintain productive r/ship

Question 2

Who does the initial assessment in potential breach of coc?

Answer 2

appropriate manager with HR guidance

Question 3

For Categorisation who should be involved if there is potential criminal offending?

Answer 3

The professional conduct team.

Question 4

What is the summary of the disciplinary process?

Answer 4

• Draft Allegations
• Investigation - initial steps: who will investigate
• Investigation and Investigation Meeting
• Making the decision
• Outcomes

Question 5

What are the possible pathways?

Answer 5

-No further action: no conduct or performance issues
-Potential misconduct or serious misconduct: refer to HR, if criminal refer to Pol Prof Con
-Performance issue - Manager does this and may go to HR
-

Question 6

For categorisation, under the Disciplinary Process - what is not considered?

Answer 6

• Poor Performance

- One off low level misconduct or mistake - manager deals with it

Question 7

What are the types of possible outcomes?

Answer 7

NPEC

• No further action
• Performance mgmt
• Employment investigation
• Criminal investigation

Question 8

What risks are considered when standing down an employee

Answer 8

• risk to health/safety or person and others
• risk of person interfering with invest
• risk of person interfering with Police ops
• seriousness of allegation

Question 9

Clearly outlining the allegation to the employee is critical to…?

Answer 9

• inform of our concerns
• explain why Police consider conduct unacceptable
• enable them to properly respond to allegations

Question 10

What are the 2 main outcomes?

Answer 10

• Warning/Final Warning

- Dismissal

Question 11

What are the principles applying to all empl relationship problems?

Answer 11

• Both act in good faith
• Both use dialogue to try and resolve - use mediation
• Employees can be represented any time