Lisa, I don't know how things work in the UK, but in my job I would have counseled the person as you did and, since they realized the mistake, I would have told them I was taking the following action. I would write a warning letter regarding the behavior, give the employee a copy and have the person sign acknowledging receipt of the letter (not signing that they did anything wrong, just that the letter was received....people are usually comfortable signing under those conditions). Then I tell them I will retain a copy of that letter in my personal file for 1 calendar year. At the end of the year, if no further similar actions have occurred, I tell them I will notify them in writing that I have destroyed the letter. But.....if the behavior is observed again within that year, the person will receive a formal reprimand based on both incidents.
If a person is truly sorry and learns from the experience, they change the behavior and everyone is happy there is nothing formal in their record that could hurt them later. But....if they are just paying lip service with the apology, then you have solid evidence for a more serious action.
If a person is truly sorry and learns from the experience, they change the behavior and everyone is happy there is nothing formal in their record that could hurt them later. But....if they are just paying lip service with the apology, then you have solid evidence for a more serious action.
United States



...................did you seriously think we had all this chat about shopping?
I'll give you stick!