Employment law does not specify a time limit. Ideally, any disciplinary action should come very close in time to the incident. When the discipline follows closely to the infraction the effect of the discipline is most effective. Sometimes an investigation is required to establish the facts of a major infraction. There is no time limit for the investigation and having all the facts is more important than the time frame. When there are anger issues or emotional issues involved, a delay for â€œcooling offâ€ may be wise. It is also a good practice to allow an employee to explain his actions before reacting.
There can be cases where serious transgressions are not discovered for several years. Disciplinary action can come decades after an incident â€“ there is no statute of limitations.
Hope that helps you out. =)
A note about HR laws:
Laws concerning employee treatment, benefits, hiring and firingâ€¦etc are multi-level. What this means is that there are Federal laws, state laws and sometimes local regulations that have jurisdiction over an employee. The information presented here should not be considered legal advice. Ultimately, employers with serious legal questions should consult local attorneys with expertise in worker relations.
The questions and answers presented here are based on research and data from internet sources and should not be considered the final word.