General arguments to make in disciplinaries
[ch 7: pages 48-49]The choice of argument obviously depends on the allegations faced. It is important to concentrate on the strongest arguments — the ones that could make a real difference to the outcome. Possible general arguments include:
• failure to draw a rule to the worker’s attention;
• changes to a rule (or to the rules about publicising the rule) after the incident that resulted in the disciplinary;
• failure to provide training;
• failure to apply a rule consistently, giving a false sense of security that it will not be applied, or that it will not lead to dismissal;
• unexplained differences in treatment, compared with the way other employees are treated, or the way the member was treated in the past. This could suggest discrimination or victimisation; or
• an argument that a rule should not be rigidly applied because of the member’s personal circumstances.