Disciplinary Procedure
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Business Negocio employee empleado Will Será Appeal Apelación Hearing Audición Disciplinary Disciplinario Disciplinary Procedure Policy Política de procedimiento disciplinario
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DISCIPLINARY POLICY AND PROCEDURE Date of Publication: April 2013 Agreed by: Vice Chancellor’s Executive March 2013 Page 1 of 13 Policy 1.0 Introduction The purpose of the disciplinary policy and procedure is to set and maintain standards of conduct within the university, and in doing so, ensure that all employees are treated fairly and consistently.. Examples of acts which may constitute gross misconduct include: (i) serious negligence which causes unacceptable loss, damage or injury (ii) serious violation of health and safety rules (iii) serious bullying or harassment as defined in the bullying and harassment policy and procedure (iv) physical violence or intimidation (v) deliberate and serious damage to property (vi) theft, fraud, corruption and deliberate falsification of records (vii) breach of the Bribery Act 2010 and any serious breach of the antibribery and anti-corruption policy (viii) serious incapability whilst on duty brought on by consumption of alcohol or illegal drugs (ix) failure to disclose a sexual, familial or other significant relationship with a student of the university in circumstances where there is a professional responsibility for the student and the potential for corruption and/or discrimination exists.. Formal action – disciplinary hearing 10.0 Arranging the hearing 10.1 The chair of the hearing will arrange a formal hearing, ensuring the following:i) the employee is told in writing, no fewer than five working days in advance of the disciplinary hearing (unless an earlier date has been mutually agreed) ii) Written notification will include: a) the specific nature of the issue b) the date, time and place of the formal hearing c) that the employee may be accompanied by a trade union representative or workplace colleague at the hearing d) the names of any witnesses and those in attendance at the hearing e) a link to the disciplinary policy and procedure and any written statements, reports and other evidence to be considered f) that the emp
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