DISCIPLINARY PROCEDURE
Purpose and Scope
This procedure will apply to all employees and is designed to help and encourage
them to achieve and maintain standards of conduct and performance.
Principals
No disciplinary action will be taken against an employee until the case has
been fully investigated.
At each stage of the procedure the Employee will be advised in writing of the
nature of the complaint against him or her and will be given the opportunity
to state his or her case before any decision is made.
At every stage of the formal procedure an Employee may be accompanied by an
accredited Union representative or a friend (who may or may not be an employee).
The Procedure
Minor faults will be dealt with informally but, where the matter is more serious,
the following procedure will be used:-
Stage 1 - First Written Warning
In cases of a first breach of discipline, the Employee will be given a first
written warning by their immediate supervisor. The Employee will be advised
of the reason for the warning, and where appropriate, the improvement required
and the time scale involved. The Employee will be advised that this warning
is the first stage of the disciplinary procedure and that action under Stage
2 will be considered if there is no satisfactory improvement. A copy of this
warning will be recorded in the employee's file.
Stage 2 - Second Written Warning
In cases of a further breach of discipline or a failure to improve or rectify
behaviour or performance the employee will be given a second written warning
by the Director. The Employee will be advised of the reason for the warning
and, where appropriate, the improvement required and the time scale involved.
The Employee will be advised that this warning is the second stage of the disciplinary
procedure and that action under Stage 3 will be considered if there is no satisfactory
improvement. A copy of this warning will be recorded on the Employee's file.
Stage 3 - Further Action
In cases of a further breach of discipline or a failure to improve or rectify
behaviour or performance the Director or .......................... will consider
the evidence in the presence of the Employee and advise on the action intended.
Where such action is other than dismissal, it will be recorded on the Employees
file.
Gross Misconduct
Gross misconduct constitutes a serious offence including:-
Theft, fraud, deliberate falsification of records, serious breaches of confidentiality,
assault, deliberate damage to company property, serious disorderliness through
being under the influence of alcohol or illegal drugs, serious negligence which
causes or may reasonably be considered to cause unacceptable loss or injury.
An Employee who is accused of an act of gross misconduct may be suspended by
the Director or .........................., on full pay, normally for no more
than five working days during which time the Director will investigate the alleged
offence. If, on completion of the investigation, the Director is satisfied that
gross misconduct had occurred, the result will normally be dismissal of the
Employee.
Appeals Procedure
An Employee dismissed may within five working days make appeal against dismissal
to the Chair who will convene an Appeals meeting as soon as possible.
From the date of appeal to the decision of the Appeals meeting the Employee
will be suspended on full pay.
The Appeals meeting shall interview the Employee, the Director and any other
person the Employee or the Director wishes to present evidence to the meeting
and others it considers may be useful to the purpose of the hearing, and who
are willing to attend. The Employee, in addition to being interviewed themselves,
may be accompanied by an accredited Union representative or a friend.
Following the appeals meeting the decision of the Chair shall be communicated
to the Employee and shall be final.