When Things Go Wrong at Work: Disciplinary Procedure Reading Answer

May 7, 2025

When Things Go Wrong at Work: Disciplinary Procedure is an IELTS Reading Answer that contains 6 questions and needs to be completed within 10 minutes. This reading answer also helps you to prepare for your IELTS exam. When Things Go Wrong at Work: Disciplinary Procedure consists of questions like: Write no more than two words. Participants should go through the IELTS Reading passage to recognize synonyms, identify keywords, and answer the questions. Also, When Things Go Wrong at Work: Disciplinary Procedure Reading Answers talks about workplace disciplinary procedures. Candidates can use IELTS reading practice questions and answers to enhance their performance in the reading section.

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Topic:

When Things Go Wrong at Work: Disciplinary Procedure

When things go wrong at work and employers need to discipline or even dismiss an employee, most countries, including the UK, have statutory procedures that must be adhered to. Failure to follow these could result in an employer being taken to court by an employee.

In cases where the employee's behaviour or conduct is called into question, employers should ensure that they follow the processes outlined below. Similar processes should be followed when an employee's capacity to execute tasks may be lacking, or when specific roles are no longer viable/necessary, and the employee is facing redundancy.

The first thing for management to do is to formally write to the employee, setting out the alleged misconduct and presenting any evidence that has been brought to the management's attention. A meeting between management and the employee should be arranged without unreasonable delay. The meeting should be conducted at a reasonable time and place so that it is easy for the employee to attend. Sufficient time must be given for the employee to consider their response to allegations, but the onus is also on the employee to make sure they attend the meeting.

Once arguments on both sides have been considered, the employer must make a decision and ensure that this is communicated to the employee in writing. The employee has the right to appeal. If an appeal is registered, the employer should be represented, as far as is possible, by a more senior manager than the one who attended the first meeting. The appeal meeting need not take place before the disciplinary action or dismissal.

In the initial meeting and in an appeal, if one is lodged, the employee has the right to be accompanied by a person of their choosing.

Questions 22-27

Choose NO MORE THAN TWO WORDS for each.

STATUTORY WORKPLACE DISCIPLINARY PROCEDURE IN THE UK

The following statutory employee disciplinary procedure must be undertaken in cases of misconduct.

Similar procedures must be undertaken in cases of a skill gap (capability) and (22)........

Answer: redundancy

Supporting statement: "Similar processes should be followed when an employee's capacity to execute tasks may be lacking, or when specific roles are no longer viable/necessary, and the employee is facing redundancy."

Keywords: skill gap, capability, redundancy

Keyword Location: Second paragraph

Explanation: The text states that redundancy is another reason for disciplinary procedures, alongside capability issues.

The employer must send a letter to the employee outlining the employee's alleged misconduct or behaviour and must invite the employee to a meeting. The timings and locations of the meeting must be (23)...........

Answer: reasonable

Supporting statement: "The meeting should be conducted at a reasonable time and place so that it is easy for the employee to attend."

Keywords: timings, locations, reasonable

Keyword Location: Third paragraph

Explanation: The employer must ensure that the meeting is held at a reasonable time and location.

employers

The employer must give the employee time to think about their (24)..........

Answer: response

Supporting statement: "Sufficient time must be given for the employee to consider their response to allegations."

Keywords: think about, response, time

Keyword Location: Third paragraph

Explanation: Employees must have enough time to prepare their response to the allegations before the meeting.

employees

It is the employee's responsibility to (25)........

Answer: Attend the meeting

Supporting statement: "The onus is also on the employee to make sure they attend the meeting."

Keywords: responsibility, employee, attend the meeting

Keyword Location: Third paragraph

Explanation: The text makes it clear that the employee must ensure they are present at the meeting.

After the meeting, the employer must provide the employee with their decision (26)...........

Answer: in writing

Supporting statement: "Once arguments on both sides have been considered, the employer must make a decision and ensure that this is communicated to the employee in writing."

Keywords: decision, employer, in writing

Keyword Location: Fourth paragraph

Explanation: The employer must document and formally communicate the decision in writing.

The employee has the right to appeal. This (27).......... take place before disciplinary or dismissal processes.

Answer: need not

Supporting statement: "The appeal meeting need not take place before the disciplinary action or dismissal."

Keywords: appeal, before dismissal, need not

Keyword Location: Fourth paragraph

Explanation: The appeal process can happen after disciplinary action or dismissal.

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