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This Discipline and Termination Policy serves as a crucial governance document for organizations operating in New Zealand, establishing clear guidelines for managing workplace misconduct and employment termination. The policy ensures compliance with New Zealand's employment legislation, including the Employment Relations Act 2000, while providing a structured approach to disciplinary matters. It is designed to be used when addressing various workplace issues, from minor infractions to serious misconduct, and includes comprehensive procedures for investigations, disciplinary actions, and termination processes. The document incorporates principles of natural justice and good faith dealing, which are fundamental to New Zealand employment law, and provides templates and guidelines for consistent application across the organization.

1. Purpose and Scope: Outlines the policy's objectives and who it applies to within the organization

2. Policy Statement: States the organization's commitment to fair treatment, natural justice, and legal compliance

3. Definitions: Defines key terms used throughout the policy including misconduct, serious misconduct, warnings, etc.

4. Principles: Sets out the fundamental principles of natural justice and fair process that underpin all disciplinary actions

5. Roles and Responsibilities: Defines the roles of managers, HR, employees, and other stakeholders in disciplinary processes

6. Misconduct and Serious Misconduct: Clearly defines and distinguishes between different levels of misconduct with examples

7. Investigation Procedures: Details the steps for conducting fair and thorough investigations

8. Disciplinary Procedures: Outlines the standard disciplinary process including meetings, representation rights, and timeframes

9. Types of Disciplinary Action: Describes various forms of disciplinary action from verbal warnings to termination

10. Termination Procedures: Specifies processes for different types of termination including notice periods and final pay

11. Appeals Process: Details how employees can appeal disciplinary decisions

12. Record Keeping: Specifies requirements for documenting disciplinary matters and maintaining confidentiality