The requirement of privacy does not, however, exclude from the discussion a representative of an employee and a management representative where this is required or desirable. A sound response can and should only be made after due consideration of all aspects of the situation, and preferably after consultation with other supervisors or personnel advisors. Disciplinary action should not be delayed an unwarranted length of time. Flexibility and application of discipline To a considerable extent, standards of conduct must be custom-built to the specific requirements of each operational situation. The rigid equation of offences and penalties should be avoided.
Flexibility is essential in the disciplinary process.
Disciplinary action of a progressively more serious nature is warranted when there are repeated occurrences of the same or any combination of offences. The many factors that have to be taken into account in each case of misconduct make it extremely difficult to establish a gradation of the seriousness of a particular action by reference to the action alone.