Things you want to say to employees but can't because you're professional...

Most of the comments on this thread so far refer to perceptions of 'performance'. In these cases, HR would not obstruct what managers feel is in the best interests of their teams or the business as a whole. But we know from these forums that sometimes those who work in HR are put in questionable (i.e. unethical) situations. That's when decisions need to be made.

That's a very negative and self-defeating view for the organisation (and its employees) to have, Kellorna, although it is where the old "personnel" function often used to lie.

....and workplace discipline is not there (or indeed permitted) to "punish". The objective of disciplinary procedures is to correct wilfully wayward behaviour. We can do this only by offering warnings that if the behaviour is not rectified then employment will be terminated, and eventually (if not) then "fairly" considering the contract breached by the employee, permitting their dismissal.

Unless agreed contractually as a separate (civil) issue, there is nothing in statute that permits us to "punish" employees through impositions of fines, limitations of statutory rights or freedoms, diminution of status, or other "painful" outcomes, or the causing of any detriment beyond those inherent and coincidental with their (ultimate) loss of employment; for instance the ability to pay the rent or buy the new car they wanted.

HR is most certainly not the company's "enforcer" and has no "big stick" to bash employees (including other managers) with!