1.

Dismissal for negligence is essentially the same as dismissal for incompetence.

2.

For major infringements, it is best to criticise the employee in front of the team so that everyone understands how important it is.

3.

People who have been subject to disciplinary action, rarely go on to make good employees.

4.

Inconsistency is the major enemy of effective management of discipline.

5.

A disciplinary procedure should always include a right of appeal.

6.

An employee becoming emotional is always a sign of a poorly managed disciplinary interview.

7.

In a disciplinary interview, the whole career and personality of the employee should be taken into account and discussed.

8.

Grievances are inevitable in any organisation.

9.

In preparing for a grievance interview, the manager should first consider how to defend the company.

10.

Any employee should have the right to be represented in a grievance procedure.