Disciplinary Process

Policy

We expect high standards of conduct at all times. However, if a team member's behaviour or performance falls sufficiently below expected standards, or brings GPDocs Model Practice into disrepute, intervention may be needed.

Behaviour requiring intervention might be:

• a performance issue, which could be managed through the performance review process.

  Performance issues don't necessarily require disciplinary action. It could be that an employee needs structured support such as mentoring, training, or ongoing performance management to help them develop the skills they need to do their job.

• misconduct, which may require a disciplinary process.

We recognise that disciplinary action is a last resort. We aim to:

• identify issues early and address them promptly
• follow a process that is fair, impartial, and consistent (see example process)
• ensure everyone involved is fully informed about their rights and entitlements during the process.

Allegations of misconduct

Before deciding what action to take

• Check if there is an agreed disciplinary procedure (e.g. in the employment agreement) and follow it.
• Gather sufficient information to be sure there is good cause for a full investigation.
• Be discreet so that the person involved is allowed a fair process, and is not unduly exposed and embarrassed.

If the issue is less serious, consider whether it may be resolved with a conversation, or informal action.

If disciplinary action is required

If management consider that disciplinary action is needed, the process will be managed according to the Employment New Zealand guidance, Disciplinary process.

Concerns about a health practitioner

Refer to MCNZ Conduct concerns for information about complaints to the Professional Conduct Committee and the Health Practitioners Disciplinary Tribunal.