Question

Disciplinary Process File Complaint Include in detail the process of filing a complaint. Process of an Investigation Describe in detail the process of the investigation. Process of a Hearing Describe in detail the process of a hearing. Types of Disciplinary Actions Do not simply list the types of disciplinary actions but include an explanation and/or example of each. New Mexico Board of nursing.

Answer 1

The process of investigation

If the inquiry indicates that misconduct occured which , at least at this stage , cannot br resolved informally , the commission may vote to proceed to investigation . At this time , the commission must provide the judge with notice of investigation , with the complaint and with the specific allegations . the judge is afforded a resonable opportunity to respond . IN the course of investigation , the commission may exercise subpoena powers, may hold private conference with the judge , and may employ investigators . The investigation remains confedential .

THE PROCESS OF HEARING PROCESS

IF , following an investigation , an employerv decides that there is a disciplinary case for an employee to answer , adisciplinary hearing should be arranged . The first part of preparation for the disciplinary hearing is to set a date and time to hold the disciplinary hearing and arrange a suitable , private venue.

TYPES OF DISCIPLINARY ACTIONS

there are four general types of disciplinary actions available ;_

!-) Verbal counseling

This is generally the first step , However for a serious problem , skip this step . Verbal warnings should always be done privately. Verbal counseling sessions should be documented by a formal memo or informal note in the employee's personnel file.

2-) Written warning

Theb second step in the progressive discipline process is the written warning . In effect , it is the first formal stage of the disciplinary procedure . This is so because the written warning   becomes part of the employee's official personnel file . This is achieved by not only giving the warning to the employee but sending a copy to thepersonnel department to beinserted in the employee's permanent record.

3-) Suspension

A suspension may be for one day or several weeks : disciplinary lay off's in excess of a mouth are rare . A short lay off without pay is potentially a rude awakening to problem employees , It may convince them that management is serious and force them into accepting responsibillity for following the organisation's rules,

4-) Termination

Before termination , the personnel file and all relevant documents must be reviewed to enure that the terminations is appropriate and defensible in asubsequent lawsuit.