Disciplinary Policy And Procedure
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Aim and purpose General principles Definitions Preliminary Investigation Outcomes of the preliminary investigation Informal action – general Informal action - conduct Informal action - performance Formal action The disciplinary hearing Deciding on appropriate disciplinary action Authority to dismiss Appeal Mediation Criminal offences committed outside of working hours Training The role of the HR department General 1 2 2 3 3 4 4 4 4 5 5 6 6 7 7 7 7 8 1.. Gross Misconduct • theft, fraud or offences under the Bribery Act (bribing another person, being bribed, bribing a foreign public official or failing to prevent bribery) • disclosure of company documents, and other confidential information to unauthorised third parties • unlawful discrimination or harassment • the use or distribution of illegal drugs while on the company’s premises • indecency • bringing the business’ reputation into serious disrepute 2 COMMERCIALISM INTEGRITY STEWARDSHIP • intentional and reckless disregard for safety and safety rules • provoking or participating in any form of violence at work • threatening, abusive or offensive language to colleagues, customers or suppliers • persistent refusal to carry out a reasonable instruction • gross insubordination or wilful misconduct • behaviour which seriously contravenes the values of the business • falsification of information or documents • f ailing to disclose serious pending criminal charges or convictions (not covered by the Rehabilitation of Offenders Act) and • deliberate damage to our property • Serious breaches of the Code of Business Ethics 3.4.. The letter will invite the employee to a formal disciplinary hearing to discuss the case and will: • give the employee a minimum of two working days’ advance notice of the hearing • tell the employee the purpose of the hearing and that it will be held under our disciplinary procedure • explain the employee’s right to be accompanied at the hearing by a companion who can be a fellow worker or accr
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