I'd love to hear your thoughts on this scenario.
A disciplinary hearing has been held for a long standing member of staff who already has a first and final written warning for conduct which is still valid. A thorough investigation was carried out for potential neglect of a client as they failed to obtain clinical advice in a timely manner that resulted in the client spending time in hospital. The disciplining manager is considering a warning with sanction short of dismissal and putting in place no lone working, which will impact earnings, for a period of time (unknown to me at present).
What advice should I be giving the manager in terms of the process for putting this in place if they decide to do this? The staff member would still have the same job title so it's not really a demotion, but they would be restricted to the shifts they can do as they would be in one location (hourly paid contract). Am I right in thinking that their agreement would have to be sought first before it is put in place? What happens if they don't agree, does it simply change to dismissal, but this doesn't sit right with me? Do you think this is a fair outcome?
I look forward to hearing your words of wisdom...