Disciplinary

What this achieves

Disciplinary is where a conduct incident is recorded and taken through a defined process to a decision. It exists so that a difficult outcome rests on a documented sequence the company can stand behind, rather than on a conversation nobody wrote down.

A case is a lifecycle, not a record

The value here is the sequence. A case moves from draft, through review and approval, to being served on the employee, acknowledged, and only then to any consequence being applied.

Nothing skips. A consequence is applied after the employee has been served and had the chance to respond, which is what makes the outcome defensible.

Example: a case at HC Corp UK Ltd cannot reach a monetary deduction without first having been reviewed, approved, served, and put in front of the employee.

Severity

Option	Description
Minor	A low-level conduct issue.
Major	A serious issue.
Gross misconduct	The most serious category.

Severity is recorded on the case and sits alongside the stage it resolves at, so a repeated minor issue and a single serious one are distinguishable later.

Consequences

A case can carry one or more consequences, and several reach outside this section.

Option	Description
Warning	A recorded warning with no further effect.
Monetary deduction	An amount deducted, settled through payroll.
Unpaid suspension	A period without pay.
Probation	The employee is placed on probation.
Bonus ineligibility	The employee is excluded from a reward they would otherwise qualify for.
Training requirement	Training the employee is required to complete.
Custom	A consequence your company defines.

Example: a monetary deduction against Tom Hargreaves is not typed into payroll separately. The case is what carries it, and payroll settles it on the next run.

The employee’s side

Employees have their own view of actions served on them, showing the official letter, the violation, and the consequences. Where an action is awaiting them, it is marked as such.

The employee’s response is recorded as one of three outcomes, and all three are equally valid records — disagreement is captured rather than blocked.

Option	Description
Acknowledged	The employee confirms receipt.
Disputed	The employee disagrees and that disagreement is recorded.
Refused	The employee declines to acknowledge.

Each response is captured through the same acknowledgement mechanism Humavera uses wherever a record needs legal provenance. It stores the timestamp, the device details, and a snapshot of exactly what was shown at the time — so a later question about what someone saw has an answer.

Approval is not informal

Cases route for approval through the workflow engine rather than being approved in place, which means separation of duties, deadlines, and escalation apply here as they do elsewhere. The person raising a case does not decide it alone.

What happens next

An approved case with a monetary consequence reaches payroll. Discipline history also feeds reward eligibility, so a case can affect whether someone qualifies for a performance reward. Where an outcome is a probation decision or a termination, those are handled through their own flows rather than executed from the case.