1.2 All employees should familiarise themselves with procedure and abide by it.

Size: px
Start display at page:

Download "1.2 All employees should familiarise themselves with procedure and abide by it."

Transcription

1 DISCIPLINARY POLICY 1. Policy 1.1 The disciplinary procedure set out below is designed to ensure that all employees are treated fairly and consistently, to ensure the efficient and safe performance of work and to promote the maintenance of good relations between colleagues and between employees and their managers. 1.2 All employees should familiarise themselves with procedure and abide by it. 1.3 The procedure applies to all employees regardless of length of service. It does not apply to agency workers or self-employed contractors. It does not apply to cases involving genuine sickness absence, proposed redundancies or poor performance. In those cases reference should be made to the appropriate procedure in the Staff Handbook. 1.4 Minor conduct issues can often be resolved informally between the employee and their line manager (for further information please refer to the performance management procedure). These discussions should be held in private and without undue delay whenever there is cause for concern. Where appropriate, a note of any such informal discussions may be placed on the employee s personnel file. In some cases an informal verbal warning may be given. Formal steps will be taken under this procedure if the matter is not resolved, or if informal discussion is not appropriate (for example, because of the seriousness of the allegation). 1.5 The Company recognises the importance of dealing with disciplinary matters without unreasonable delay.

2 2 Suspension 2.1 When allegations of misconduct arise, before commencing the investigation a manager should consult with staff in the Human Resources Department to consider whether the employee should be suspended from work. This can happen where the employee s continued presence in the office might hinder the investigation or where, for any other reason, it is reasonable to do so. The suspension will be for no longer than is reasonable to investigate the allegations and the Company will confirm the arrangements in writing. While suspended the employee should not visit the company s premises or contact any clients, customers, suppliers, contractors or employees, unless authorised to do so in writing by the line manager. 2.2 Suspension of this kind is not a disciplinary penalty and does not imply that any decision has already been made about the allegations. The employee will normally continue to receive full basic salary and benefits during the period of suspension. In exceptional circumstances, it may be without pay. 3 Investigation 3.1 When any complaint of misconduct is made against an employee, the Company shall, at its sole discretion appoint an appropriate manager of the Company to carry out the investigation. There may also be circumstances where an investigation is not necessary (for example when the Company becomes aware of a criminal conviction). 3.2 The purpose of an investigation is for the Company to establish a fair and balanced view of the facts relating to any disciplinary allegations against the employee, before deciding whether to proceed with a disciplinary hearing. The amount of investigation required will depend on the nature of the allegations and will vary from case to case. It may involve observing or monitoring the workplace, taking photographs, interviewing and taking statements from the employee concerned and any witnesses, and/or reviewing relevant documents or records. 3.3 Investigative interviews are solely for the purpose of fact-finding and no Disciplinary Policy 2

3 decision on disciplinary action will be taken until after a disciplinary hearing has been held. 3.4 Having investigated the concern managers should consult with Human Resources Department to determine whether it is necessary to initiate the next step in the disciplinary procedure, whether suspension is now necessary, whether the matter should be investigated further or whether no further action is required. If the matter relates to a capability i s s u e then the manager should refer to the capability policy. 4. Notice 4.1 Following any investigation, if the Company considers that there are grounds for disciplinary action, the employee will be required to attend a disciplinary hearing. 4.2 Employees will receive advance written notice of any disciplinary hearing from the Company. 4.3 This letter or notice will; set out details of the nature of the allegations against the employee and what is to be discussed at the hearing; confirm the date, time and place of the hearing; advise of the employee s right to be accompanied at the hearing; advise who the Company witnesses will be (if any); provide copies of the Company s witness statements, or where this is not appropriate, summaries; and provide copies of any other supporting written evidence on which the Company intends to rely. 4.4 The Chairman should be notified in writing at least two working days in advance of the hearing of the names of such witnesses and their relevance to the allegations. Any witness who has been given notice to attend a hearing by an employee and is a fellow work colleague of the employee will be given a reasonable amount of time off work to prepare for and attend the hearing. Disciplinary Policy 3

4 5. Disciplinary Hearing 5.1 A disciplinary hearing will be convened as soon as the Company reasonably can after the conclusion of the investigation and once the employee has had a reasonable opportunity to consider the information provided with the notice of the hearing. No decision will be made as to whether any disciplinary action is to be taken or the nature of the disciplinary action to be taken before the hearing takes place. 5.2 The hearing will usually be heard and chaired by a manager of the Company who was not involved in the investigation (the Chairman ). This manager should prepare for the hearing by reviewing the allegations and any evidence that has been obtained through the investigation. Whilst reviewing this documentation the manager should identify matters which require further clarification and determine the questions to be put to the witnesses and the employee accordingly. Where appropriate, managers should prepare open ended questions such as who, explain, how, describe. 5.3 At the hearing, the Chairman will explain the complaints against the employee and go through the evidence that has been gathered. The employee will have an opportunity to state his or her case in relation to the allegations and challenge any evidence produced in support of the allegations by the Company. Employees will be permitted to ask questions, present evidence and call witnesses. 5.4 A minute of the hearing must be taken. In order to enable this record to be as accurate as possible, the Chairman shall have discretion to record the meeting. 5.5 If the employee fails to attend a hearing arranged for an agreed date, the Company reserves the right to proceed with the hearing in their absence. 5.6 The proceedings, any statements and all documents and records relating to disciplinary hearings will be kept confidential. Copies of all correspondence and documents should be stored in the employee s personnel file. Disciplinary Policy 4

5 6. Right to be Accompanied 6.1 Employees are entitled to be accompanied at any disciplinary hearing (including any appeal hearing) by a fellow work colleague of their choice or an accredited Trade Union Representative. It is the responsibility of the employee to secure the attendance at any hearing of any fellow work colleague or representative. The person accompanying the employee is entitled to address the hearing and ask questions but not to answer questions on the employee s behalf. If the person accompanying the employee cannot attend on the proposed date for the hearing, the employee may suggest a reasonable alternative date, which must be within 5 working days of the date first proposed. The hearing will take place on the agreed rescheduled date whether or not the person accompanying the employee attends. 7. Adjournment 7.1 The Chairman has discretion to adjourn a hearing for any reason, such as if he deems it necessary in order to permit further investigations to be carried out. 8. Decision 8.1 Following the hearing, the Chairman may, after having taken an appropriate amount of time to reflect upon the seriousness of the matter, issue a verbal decision on whether disciplinary action is to be taken against the employee. If the Chairman is unable to reach an immediate decision following the hearing, he is entitled to deliberate on the hearing prior to issuing a decision in writing. In any event, written notification of the outcome of the hearing will be sent to the employee, together with an explanation of any disciplinary action to be taken and notification of the employee s right to appeal. Disciplinary Policy 5

6 9. Stages of Disciplinary Action 9.1 Very minor cases of misconduct and unsatisfactory performance will be dealt with informally in accordance with the performance management procedure, out with the formal disciplinary procedure, with the objective of improving the employee s conduct. Where the matter is more serious or where the employee has failed to improve his or her conduct, formal action will be taken following the stages set out below. 9.2 There are three stages of disciplinary action. Other than in cases of gross misconduct, an employee will not normally be dismissed for a first offence. The Company reserves the right to take action at any stage, depending on the circumstances of the case Stage 1 - First Written Warning In cases of misconduct an employee may initially be given a formal written warning. This will give the following information: an explanation of the reasons for the warning; an explanation of the improvements in conduct required; the timescale for making these improvements; any support the Company will provide to assist the employee; an explanation of the consequences of any repetition of misconduct or failure to improve conduct to an acceptable standard; and advice as to the employee s right to appeal against the disciplinary decision. A note of the first written warning will be kept on the employee s personnel record and will remain in force for 6 months, even if any specified time for improvement has passed. It will be disregarded for disciplinary purposes after a period of 6 months, subject to satisfactory conduct and performance during that time. Disciplinary Policy 6

7 9.2.2 Stage 2 Final Written Warning In the event of: failure to improve or change behaviour during the currency of a prior warning; or where the misconduct, infringement or offence is sufficiently serious to warrant only one written warning, a final written warning may be given to the employee. The final written warning will be set out in the same manner and provide the same information as the first written warning. A copy of the final written warning will be kept on the employee s personnel file and will remain in force for 12 months, even though any specified time for improvement has passed. In exceptional cases depending upon the seriousness and nature of the behaviour, misconduct or infringement, the period for which the final written warning remains in force may be longer. The final written warning will normally be disregarded for disciplinary purposes after 12 months (or such longer period as may be stipulated as above), subject to satisfactory conduct and performance during that time Stage 3 Dismissal or other sanction In the event of: failure to improve or change behaviour or improve performance during the currency of a prior warning, or where the misconduct, infringement or offence is sufficiently serious to warrant dismissal, or if any employee is guilty of an act of gross misconduct (see below for a non exhaustive list of examples). Disciplinary Policy 7

8 Dismissal will normally result In the case of dismissal (including summary dismissal), the employee will, as soon as the Company reasonably can, be provided with the written confirmation of the dismissal which will set out the following:- 10 Misconduct details of the reason for the dismissal; the date on which the employment terminated or will terminate; the appropriate period of notice or pay in lieu of notice (if any); and information on the employee s right of appeal Below are some examples of misconduct which may result in disciplinary action. The list is not intended to be exhaustive: Contravention of safety or hygiene requirements; Acting in any way that could contribute a risk to the health and safety of yourself or any other person whilst at your job site; Failing to observe published safety and fire rules and instructions; Failing to report accidents; Failing to comply with the designation of no smoking areas; Failure to report potential hazard or unsafe conditions; Sexual harassment; Sexual or racial discrimination; Failing to maintain an acceptable standard or level of work performance; Failing to conform to Sodexo s working practices and procedures; Refusing to carry out a reasonable instruction; Extending tea or meal breaks; Poor time keeping; Persistently failing to be in attendance at the place of work at the required time; Disciplinary Policy 8

9 Leaving the place of work prior to normal finishing time without permission or acceptable reason; Unauthorised and unreasonable absence from place of work; Failing to report absence from work on the first day of such absence; Failing to keep Sodexo informed of the reasons for your absence and the anticipated date of return to work; Unreasonably failing to obtain permission for absence other than by reason of sickness or accident; Poor customer relations; Unsatisfactory standard of dress or appearance; Disruptive behaviour; Unhygienic practices; Acting in a way which is prejudicial to Sodexo s interests in its dealings with customers, suppliers or other outside contacts; Performing any work or activity that could be considered to be in competition with or effect in any way Sodexo s interests; Using Sodexo s or our client s time, material or equipment for unauthorised work; Failing to take reasonable care of business property, including uniform and safety wear; Removing material or equipment without permission; or Communicating any confidential information without authority to any person not entitled to receive it Summary Dismissal If an employee is guilty of an act of gross misconduct or some other serious breach of the Company rules or of the contract of employment the employee may be summarily dismissed. This means that there will be no obligation on the Company to allow the employee to work his or her notice period or make a payment in lieu of notice Set out below are examples of behaviour which the Company treats as gross misconduct. If employee commits an act of gross misconduct they will be dismissed without notice. This list is not exhaustive: Disciplinary Policy 9

10 theft, dishonesty or fraud; assault, act or threat of violence or aggression; unacceptable use of obscene or abusive language (including language of a discriminatory nature); possession, being under the influence of or use of non-prescribed drugs on; Company premises, or during working hours; possession, being under the influence of or consumption of alcohol on Company premises, or during working hours, other than on occasions approved by the Company; wilful damage to the Company s, employee s, or customers property; serious insubordination; falsification of records or other Company documents, including those relating to obtaining employment; unlawful discrimination, harassment or bullying; refusal to carry out reasonable management instructions; acts of indecency, or sexual harassment or bullying; gambling, bribery or corruption; serious breach of health and safety policies and procedures, or endangering the health and safety of a fellow employee, client or third party; serious breach of the Company s or the client s policy on internet or use; breach of confidentiality, including the unauthorised disclosure of Company business to the media or any other party (subject to the Public Interest Disclosure Act 1998); unauthorised access to or use of Computer data or computer hardware; copying of computer software, other than when authorised in the employee s normal course of employment; bringing the Company into disrepute; misuse of the Company s name; serious breach of the Company s or client s policies or procedures; any act or omission that amounts to the repudiation of the contract of employment; Disciplinary Policy 10

11 serious negligence which causes or might cause unacceptable loss, damage or injury or; conviction of a criminal offence (except for minor road traffic offences) If an employee s behaviour justifies it the Company may summarily dismiss an employee without any previous warning(s) having been given. 11. Appeals 11.1 Any employee who wishes to appeal against a disciplinary decision or sanction must inform the Chairman in writing within, one week if working onshore and three weeks if working offshore, of receiving notification of the disciplinary decision. The employee s written notification should specify the grounds for the appeal. If the employee wishes to produce additional evidence to support his case then this must be provided to the Chairman in advance of the appeal hearing All appeals will be dealt with as promptly as reasonably possible. A date will be set for the appeal hearing as soon as the Company reasonably can after the Chairman has received written notification of the employee s appeal. Wherever possible, the appeal will be heard by a Manager of the Company who has not been involved in the investigation or disciplinary hearing and is at least at the same level of management as the Chairman of the Disciplinary Hearing The employee will be informed of the arrangements for the appeal hearing, confirmation of the Appeal Chairman, details of any representative of the Company who will be present and of the right to be accompanied at the appeal hearing. The Company will inform the employee if any witnesses are to attend the appeal hearing on behalf of the Company. The employee may be represented by a fellow employee or accredited Trade Union Representative at the appeal The employee must advise the Appeal Chairman in advance of the appeal hearing of the name and relevance of any witness he or she intends to bring to the appeal hearing on his or her behalf. Any work colleague who Disciplinary Policy 11

12 has been requested to accompany the employee or to appear as a witness for the employee will be given a reasonable amount of time off work to prepare for and attend the appeal hearing. The employee will be notified if any witnesses are to attend the appeal hearing in support of the allegations against the employee on behalf of the Company. Where a work colleague has been asked by the employee to attend as a witness they shall be given a reasonable amount of notice to attend the hearing. If the employee fails to attend a hearing arranged for an agreed date, the Company reserves the right to proceed with the hearing in their absence At the appeal hearing, the employee or his or her representatives will be asked to present his or her appeal to the Appeal Chairman The Appeal Chairman will confirm the results to the employee in writing as soon as he reasonably can. The Appeal Chairman s decision will be final. Disciplinary Policy 12

SUPPORT STAFF DISCIPLINARY AND DISMISSAL PROCEDURE

SUPPORT STAFF DISCIPLINARY AND DISMISSAL PROCEDURE SUPPORT STAFF DISCIPLINARY AND DISMISSAL PROCEDURE SUPPORT STAFF DISCIPLINARY AND DISMISSAL PROCEDURE 1. INTRODUCTION 1.1 The Procedure has been established to help and encourage members of staff to achieve

More information

Human Resources People and Organisational Development. Disciplinary Procedure for Senior Staff

Human Resources People and Organisational Development. Disciplinary Procedure for Senior Staff Human Resources People and Organisational Development Disciplinary Procedure for Senior Staff AUGUST 2015 1. Introduction 1.1 This procedure applies to Senior Staff. Senior Staff includes: 1.1.1 the Vice-Chancellor

More information

DISCIPLINARY PROCEDURE

DISCIPLINARY PROCEDURE DISCIPLINARY PROCEDURE 1 Purpose and Scope 1.1 The Disciplinary Procedure provides for warnings to be given for failure to meet the Employer s standard of job performance, conduct (whether during working

More information

Disciplinary Procedure

Disciplinary Procedure Disciplinary Procedure 1. Purpose and Scope This procedure is designed to help and encourage employees to achieve and maintain acceptable standards of conduct and performance whilst ensuring the fair and

More information

Z:\Committee\2015-16\PERSONNEL PANEL\2015-07-14\POLICIES\Discipline Procdure.doc

Z:\Committee\2015-16\PERSONNEL PANEL\2015-07-14\POLICIES\Discipline Procdure.doc DISCIPLINARY PROCEDURE 1. PURPOSE AND SCOPE This procedure is designed to help and encourage all council employees to achieve and maintain high standards of conduct whilst at work or representing the council.

More information

Glasgow Kelvin College. Disciplinary Policy and Procedure

Glasgow Kelvin College. Disciplinary Policy and Procedure Appendix 1 Glasgow Kelvin College Disciplinary Policy and Procedure Document Control Information Status: Responsibility for Document and its implementation Responsibility for document review: Current version

More information

DISCIPLINARY POLICY AND PROCEDURE

DISCIPLINARY POLICY AND PROCEDURE 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

More information

NOT PROTECTIVELY MARKED

NOT PROTECTIVELY MARKED PEOPLE AND ORGANISATIONAL DEVELOPMENT HUMAN RESOURCES DISCIPLINARY POLICY AND PROCEDURE Author/Role Fiona Munro, Human Resources Date of Risk Assessment (if applicable) N/A Date of Equality Impact Assessment

More information

Disciplinary Procedure

Disciplinary Procedure Disciplinary Procedure Table of Contents 1. Purpose... 2 2. Scope... 2 3. Policy... 2 4. Forms/Instructions... 12 5. Links/Dependencies... 12 6. Appendices... 12 Appendix 1: Examples of misconduct likely

More information

CROWTHORNE PARISH COUNCIL DISCIPLINARY PROCEDURE. Adopted by Council - 5 November 2013. Table of Contents

CROWTHORNE PARISH COUNCIL DISCIPLINARY PROCEDURE. Adopted by Council - 5 November 2013. Table of Contents CROWTHORNE PARISH COUNCIL DISCIPLINARY PROCEDURE Adopted by Council - 5 November 2013 Table of Contents 1 PURPOSE AND SCOPE:... 2 2 PRINCIPLES:... 2 3 THE PROCEDURE FOR MISCONDUCT AND GROSS MISCONDUCT:...

More information

DISCIPLINARY PROCEDURE

DISCIPLINARY PROCEDURE DISCIPLINARY PROCEDURE Author: Julie Newnham Revised : August 2013 Review Date: August 2014 Students First DISCIPLINARY PROCEDURES 1 Scope and purpose 1.1 This procedure applies to all employees other

More information

Disciplinary and Grievance Policy

Disciplinary and Grievance Policy United Biscuits UK Ltd Disciplinary and Grievance Policy June 2015 Contents 1. Introduction... 3 2. Disciplinary Policy... 3 2.1. Aims of Policy... 3 2.2. Responsibilities... 3 2.3. Legal Framework within

More information

Human Resources Author: Lou Hassen Version: 1 Review Date: Dec 2012 Page 1 of 7. Trinity Academy Disciplinary Policy

Human Resources Author: Lou Hassen Version: 1 Review Date: Dec 2012 Page 1 of 7. Trinity Academy Disciplinary Policy Page 1 of 7 Trinity Academy Disciplinary Policy Policy Statement The purpose of the Disciplinary Procedure is to give staff members every opportunity to improve standards of behaviour and conduct and to

More information

This policy applies equally to all full time and part time employees on a permanent or fixed-term contract.

This policy applies equally to all full time and part time employees on a permanent or fixed-term contract. Discipline Policy 1. Introduction This policy set outs how Monitor will deal with employee conduct which falls below the expected standard. It is Monitor s aim to use the policy as a means of encouraging

More information

STAFF DISCIPLINE, CONDUCT AND GRIEVANCE PROCEDURE

STAFF DISCIPLINE, CONDUCT AND GRIEVANCE PROCEDURE STAFF DISCIPLINE, CONDUCT AND GRIEVANCE PROCEDURE 1. Introduction Disciplinary issues arise when problems of conduct or capability are identified by the employer and management seeks to address them through

More information

DISCIPLINARY PROCEDURE

DISCIPLINARY PROCEDURE DISCIPLINARY PROCEDURE 1. Purpose and Scope 1.1 The Company s procedure is designed to help and encourage all workers to achieve and maintain standards of conduct, attendance and job performance. The Company

More information

Broomley and Stocksfield Parish Council

Broomley and Stocksfield Parish Council 1. PURPOSE AND SCOPE DISCIPLINARY PROCEDURE This procedure is designed to help and encourage all Council employees to achieve and maintain high standards of conduct whilst at work or representing the Council.

More information

DISCIPLINARY PROCEDURE 1 POLICY STATEMENT & SCOPE

DISCIPLINARY PROCEDURE 1 POLICY STATEMENT & SCOPE DISCIPLINARY PROCEDURE 1 POLICY STATEMENT & SCOPE 1.1 The College aims wherever possible to resolve informally matters of potentially unsatisfactory conduct, attendance or poor performance, without resorting

More information

Disciplinary Procedures for Support Staff (covering unsatisfactory performance and misconduct)

Disciplinary Procedures for Support Staff (covering unsatisfactory performance and misconduct) Disciplinary Procedures for Support Staff (covering unsatisfactory performance and misconduct) 1. Introduction It is important that all members of staff are aware of the standards required of them at work

More information

The employee is responsible for adhering to the standards of performance and behaviour set by Nansen Highland.

The employee is responsible for adhering to the standards of performance and behaviour set by Nansen Highland. Disciplinary and dismissal procedure Introduction The disciplinary policy complies with the ACAS statutory Code of Practice on discipline and grievance. The policy aims to ensure that all employees are

More information

JOINT AGREEMENT ON GUIDANCE ON DISCIPLINARY PROCEDURES IN FURTHER EDUCATION COLLEGES

JOINT AGREEMENT ON GUIDANCE ON DISCIPLINARY PROCEDURES IN FURTHER EDUCATION COLLEGES JOINT AGREEMENT ON GUIDANCE ON DISCIPLINARY PROCEDURES IN FURTHER EDUCATION COLLEGES BETWEEN THE ASSOCIATION OF COLLEGES (AoC) AND ASSOCIATION FOR COLLEGE MANAGEMENT (ACM) ASSOCIATION OF TEACHERS & LECTURERS

More information

Disciplinary and Performance Management Policy & Procedure October 2010

Disciplinary and Performance Management Policy & Procedure October 2010 Disciplinary and Performance Management Policy & Procedure October 2010 Policy control Reference Disciplinary & Performance Management Policy & Procedure Date approved 18 October 2010 Approving Bodies

More information

DISCIPLINE RUTLAND. limited by guarantee. Registered in England and Wales.

DISCIPLINE RUTLAND. limited by guarantee. Registered in England and Wales. DISCIPLINE POLICY FOR STAFF OCTOBER 2014 HARINGTON SCHOOL RUTLAND office@haringtonschool.com www. haringtonschool.com Harington School. Registered Company Number 9031174. Company limited by guarantee.

More information

Wotton-under-Edge Town Council

Wotton-under-Edge Town Council Wotton-under-Edge Town Council Disciplinary Procedure Adopted March 2015 1. PROCEDURE This procedure is designed to help and encourage all council employees to achieve and maintain high standards of conduct

More information

3. MISCONDUCT and GROSS MISCONDUCT The following list provides examples of misconduct which will normally give rise to formal disciplinary action:

3. MISCONDUCT and GROSS MISCONDUCT The following list provides examples of misconduct which will normally give rise to formal disciplinary action: WISBOROUGH GREEN PARISH COUNCIL DISCIPLINARY PROCEDURE 1. PURPOSE AND SCOPE This procedure is designed to help and encourage all council employees to achieve and maintain high standards of conduct whilst

More information

Staff Disciplinary and Dismissal Policy and Procedure January 2011

Staff Disciplinary and Dismissal Policy and Procedure January 2011 Staff Disciplinary and Dismissal Policy and Procedure January 2011 Staff Disciplinary and Dismissal Policy and Procedure Contents Section Page No. 1. Policy statement 2 2. Purpose and scope 2 Informal

More information

Date Amendments/Actions Next Compulsory Review Date

Date Amendments/Actions Next Compulsory Review Date CTC KINGSHURST ACADEMY STAFF DISCIPLINARY POLICY AND PROCEDURE POLICY REFERENCE: POL017S Policy History Policy Ref & Version Date Amendments/Actions Next Compulsory Review Date POL017S V1.0 1 st September

More information

NEWMAN UNIVERSITY DISCIPLINARY POLICY AND PROCEDURE

NEWMAN UNIVERSITY DISCIPLINARY POLICY AND PROCEDURE 1. Scope and Purpose NEWMAN UNIVERSITY DISCIPLINARY POLICY AND PROCEDURE 1.1 Newman University [hereafter referred to as the University] recognises disciplinary rules and procedures are necessary for the

More information

DISCIPLINARY PROCEDURE

DISCIPLINARY PROCEDURE OBJECTIVES AND GUIDING PRINCIPLES The objective of this procedure is to set out the standards of conduct expected of all staff and to provide a framework within which managers can work with employees to

More information

DISCIPLINARY PROCEDURE

DISCIPLINARY PROCEDURE DISCIPLINARY PROCEDURE This procedure accompanies Woking Mind disciplinary policy Document History Version Date Drafted by Authorised by Reason for revision This policy was approved on 10/08/2011 and will

More information

BARNTON PARISH COUNCIL (BPC)

BARNTON PARISH COUNCIL (BPC) Policy Title: Disciplinary & Grievance Policy Ref: BPC 008 Author: Philip Miskel Evoy & Lynn Gibbon Date: January 2013 Version 2 Review Date: January 2014 Introduction This policy is designed to ensure

More information

Disciplinary Procedure

Disciplinary Procedure Disciplinary Procedure Human Resources 1 Introduction The University is committed to supporting its staff in carrying out their responsibilities within an environment which encourages productive, safe

More information

Disciplinary policy INTRODUCTION

Disciplinary policy INTRODUCTION Disciplinary policy This policy forms part of your contract of employment. The councils are entitled to introduce minor and non-fundamental changes to this policy by notifying you of these changes in writing

More information

Disciplinary Policy. If these actions do not provide a resolution, then the Formal Disciplinary Procedure set out in this document should be followed.

Disciplinary Policy. If these actions do not provide a resolution, then the Formal Disciplinary Procedure set out in this document should be followed. Disciplinary Policy 1. Policy Statement The University expects all employees to conduct themselves in an appropriate manner in their day to day work, including in their dealings with colleagues, students

More information

Document Name Disciplinary Policy Accountable Body RADIUS Trust Reference HR.P2 Date Ratified 13 th August 2015 Version 1.5 Last Update August 2015

Document Name Disciplinary Policy Accountable Body RADIUS Trust Reference HR.P2 Date Ratified 13 th August 2015 Version 1.5 Last Update August 2015 Category Human Resources Document Name Disciplinary Policy Accountable Body RADIUS Trust Reference HR.P2 Date Ratified 13 th August 2015 Version 1.5 Last Update August 2015 Related Documents Name Support

More information

Disciplinary procedure

Disciplinary procedure Disciplinary procedure At Dandelion Education we follow our legal obligations as an employer at all times including dealing with any disciplinary matter in a fair and consistent manner. We have a policy

More information

DISCIPLINARY PROCEDURE

DISCIPLINARY PROCEDURE DISCIPLINARY PROCEDURE INTRODUCTION These procedures are compliant with the ACAS code of practice and are designed to help and encourage staff at Pilgrims Hospice to achieve and maintain required standards

More information

Disciplinary Policy & Procedure. Version 2.0

Disciplinary Policy & Procedure. Version 2.0 Disciplinary Policy & Procedure Version 2.0 Date of Last Update: February 2015 Version Control Note: minor updates increase version number by 0.1, major updates increase version number by 1.0. Version

More information

Disciplinary Policy and Procedure

Disciplinary Policy and Procedure Disciplinary Policy and Procedure Policy 1. Purpose of the policy and procedure Disciplinary rules are important for the running of the University so that everyone understands what is expected of them

More information

HUMAN RESOURCES POLICIES AND PROCEDURES DISCIPLINARY. Date of Policy 1993 Date policy to be reviewed 09/2014

HUMAN RESOURCES POLICIES AND PROCEDURES DISCIPLINARY. Date of Policy 1993 Date policy to be reviewed 09/2014 HUMAN RESOURCES POLICIES AND PROCEDURES DISCIPLINARY Date of Policy 1993 Date policy to be reviewed 09/2014 Policy written by SFC/HR Risk Register Ref (s) HR7 Impact Assessed EDG Date Impact assessed 10/2012

More information

This policy has been created using the WBC Model Policy Version December 2013.

This policy has been created using the WBC Model Policy Version December 2013. POLICY TITLE: REVISED: January 2013 NEXT REVIEW DATE: Autumn / 2015 APPROVED BY COMMITTEE: Full Governing Body This policy has been created using the WBC Model Policy Version December 2013. Principles

More information

Otley Town Council. Disciplinary Policy. Date Approved: 17 th February 2014 Revision Date:

Otley Town Council. Disciplinary Policy. Date Approved: 17 th February 2014 Revision Date: Otley Town Council Disciplinary Policy Date Approved: 17 th February 2014 Revision Date: OTLEY TOWN COUNCIL DISCIPLINARY POLICY 1.0 Introduction 1.1 This policy is based on and complies with the 2009 ACAS

More information

Little Stoke Primary School

Little Stoke Primary School Little Stoke Primary School A Model Disciplinary Procedure for Staff Employed in Locally Managed Schools This Policy complies with the ACAS Code of Practice and ACAS Guide to Discipline and Grievances

More information

DISCIPLINARY PROCEDURE

DISCIPLINARY PROCEDURE DISCIPLINARY PROCEDURE May 2012 1 Introduction The Disciplinary Procedure applies to all SESTRAN employees. Its main aims are to promote fairness, equity and order in the treatment of individuals and in

More information

DISCIPLINARY POLICY AND PROCEDURE

DISCIPLINARY POLICY AND PROCEDURE DISCIPLINARY POLICY AND PROCEDURE Content Policy statement 1. Principles 2. Standards 3. Disciplinary procedure 4. Investigation

More information

Disciplinary Policy for Schools

Disciplinary Policy for Schools for Schools 2 July 2014 Contents 1 Introduction... 1 1.1 What is the policy about?... 1 1.2 Who does the policy apply to?... 1 1.3 Core Principles... 1 1.3.1 Misconduct... 1 1.3.2 Gross misconduct... 2

More information

ROYAL HOLLOWAY University of London. DISCIPLINARY POLICY AND PROCEDURE (for all staff other than academic teaching staff)

ROYAL HOLLOWAY University of London. DISCIPLINARY POLICY AND PROCEDURE (for all staff other than academic teaching staff) APPROVED BY COUNCIL September 2002 ROYAL HOLLOWAY University of London DISCIPLINARY POLICY AND PROCEDURE (for all staff other than academic teaching staff) Disciplinary Policy and Procedure September 2002

More information

Disciplinary and Dismissal Procedure

Disciplinary and Dismissal Procedure Disciplinary and Dismissal Procedure Governors Rules These rules are made under Articles 7 and 8 of the Articles of Government. 1. Terms of Reference 1.1. Under Article 8 the procedure for the dismissal

More information

MODEL DISCIPLINARY PROCEDURE FOR SMALL ORGANISATIONS

MODEL DISCIPLINARY PROCEDURE FOR SMALL ORGANISATIONS MODEL DISCIPLINARY PROCEDURE FOR SMALL ORGANISATIONS Employers should comply with the Acas Code of Practice for disciplinary and grievance procedures which can be downloaded from www.acas.org.uk/dgcode2009.

More information

JIB NATIONAL WORKING RULES 19 AND 20

JIB NATIONAL WORKING RULES 19 AND 20 JIB NATIONAL WORKING RULES 19 AND 20 19. DISCIPLINARY AND DISMISSAL PROCEDURE 19.1 INTRODUCTION For the avoidance of doubt, the term operative includes apprentice for the purpose of this Rule The behaviours

More information

Disciplinary and Dismissals Policy

Disciplinary and Dismissals Policy Policy Purpose/statement/reason for being Disciplinary and Dismissals Policy E.G - MIP is designed to strengthen the effectiveness of individual s contribution to the Council s success. Purpose The Disciplinary

More information

DISCIPLINARY AND DISMISSAL PROCEDURE

DISCIPLINARY AND DISMISSAL PROCEDURE 1. PURPOSE AND SCOPE MIND IN CROYDON DISCIPLINARY AND DISMISSAL PROCEDURE The purpose of this procedure is to ensure the maintenance of the safe and effective operation of Mind in Croydon and its various

More information

Disciplinary Policy & Procedure

Disciplinary Policy & Procedure Appendix A Title Disciplinary Policy & Procedure Type: Employment Policy Distribution All managers and staff via SBCNet Approved by: Employment & Appeals Sub-committee 7 April 2008 Issue Date: April 2008

More information

Liverpool City College Student Regulations. 1. It is necessary to have a minimum number of rules in the interests of the whole organisation.

Liverpool City College Student Regulations. 1. It is necessary to have a minimum number of rules in the interests of the whole organisation. Liverpool City College Student Regulations 1. It is necessary to have a minimum number of rules in the interests of the whole organisation. 2. The rules set standards of performance and behaviour whilst

More information

Walsall Children s Services. Disciplinary Policy and Procedure. 1. Introduction

Walsall Children s Services. Disciplinary Policy and Procedure. 1. Introduction Walsall Children s Services Disciplinary Policy and Procedure 1. Introduction 1.1 This procedure applies to all permanent, fixed term and temporary school based employees, it does not apply to contractors,

More information

Disciplinary Procedure Policy

Disciplinary Procedure Policy 1. Policy Summary The University expects good standards of conduct and work performance from all members of staff and that these standards will be enforced in a just and systematic way. Members of staff

More information

FLEXIBLE WORKER GUIDELINES DISCIPLINARY PROCEDURES

FLEXIBLE WORKER GUIDELINES DISCIPLINARY PROCEDURES FLEXIBLE WORKER GUIDELINES DISCIPLINARY PROCEDURES NHS Professionals disciplinary guidelines for flexible workers July 2014 1 1. Scope These procedures are to be used for breaches of discipline or complaints

More information

SEN15-P69b 24 June 2015. University Ordinances

SEN15-P69b 24 June 2015. University Ordinances SEN15-P69b 24 June 2015 University Ordinances Ordinance XXXV Staff Disciplinary Policy and Procedure (Version effective from 27 November 2014) This ordinance shall apply to all staff to whom paragraph

More information

BOROUGHBRIDGE TOWN COUNCIL S DISCIPLINARY AND GRIEVANCE POLICY

BOROUGHBRIDGE TOWN COUNCIL S DISCIPLINARY AND GRIEVANCE POLICY BOROUGHBRIDGE TOWN COUNCIL S DISCIPLINARY AND GRIEVANCE POLICY 1 HALL SQUARE, BOROUGHBRIDGE, NORTH YORKSHIRE, YO51 9AN www.boroughbridge.org.uk info@boroughbridge.org.uk Tel: 01423 322956 BOROUGHBRIDGE

More information

NETHERAVON ALL SAINTS CE PRIMARY SCHOOL

NETHERAVON ALL SAINTS CE PRIMARY SCHOOL NETHERAVON ALL SAINTS CE PRIMARY SCHOOL DISCIPLINARY PROCEDURE FOR ACADEMY TEACHING AND SUPPORT STAFF Adopted by Netheravon All Saints Academy Trust on 23/9/15 Signed (Chair of Governors): 1 Index Section

More information

DISCIPLINARY POLICY. 1. Introduction. 2. Structured support. 3. Formal action process 3.1. Investigations. 4. Notes of the Hearing and Investigation

DISCIPLINARY POLICY. 1. Introduction. 2. Structured support. 3. Formal action process 3.1. Investigations. 4. Notes of the Hearing and Investigation HUMAN RESOURCES DISCIPLINARY POLICY 1. Introduction 2. Structured support 3. Formal action process 3.1. Investigations 4. Notes of the Hearing and Investigation 5. Suspension 6. Grievance 7. Convening

More information

This procedure applies where formal disciplinary action is commenced on or after 11 December 2013

This procedure applies where formal disciplinary action is commenced on or after 11 December 2013 Appendix X Disciplinary Procedure This procedure applies where formal disciplinary action is commenced on or after 11 December 2013 1 Purpose 1.1 This procedure is designed to help and encourage all employees

More information

BISHOP GROSSETESTE UNIVERSITY. Document Administration

BISHOP GROSSETESTE UNIVERSITY. Document Administration BISHOP GROSSETESTE UNIVERSITY Document Administration Document Title: Document Category: Disciplinary Policy, Procedure and Guidance Policy, Procedure and Guidance Version Number: 2 Status: Reason for

More information

Discipline. Managing People. VOIP 2000 - HR Direct Fife Council April 2015 1 DI02. P o l i c y a n d P r o c e d u r e. 1 Purpose and Scope

Discipline. Managing People. VOIP 2000 - HR Direct Fife Council April 2015 1 DI02. P o l i c y a n d P r o c e d u r e. 1 Purpose and Scope Discipline P o l i c y a n d P r o c e d u r e 1 Purpose and Scope This procedure is designed to help and encourage all employees to achieve and maintain standards of conduct. This procedure applies to

More information

Staff Disciplinary Procedure. 1. Principles

Staff Disciplinary Procedure. 1. Principles Staff Disciplinary Procedure 1. Principles This procedure is to help ensure consistent and fair treatment for all staff and to ensure compliance with natural justice. The supervisor/manager will make preliminary

More information

Local Disciplinary Policy

Local Disciplinary Policy DOCUMENT INFORMATION Origination/author: Judith Coslett, Head of Human Resources This document replaces: Local Disciplinary and Dismissal Procedure 05 Date/detail of consultation: Staff Forum and Unison

More information

HR Services. Employee Handbook. Staff Disciplinary Procedures. 1. Introduction

HR Services. Employee Handbook. Staff Disciplinary Procedures. 1. Introduction HR Services Employee Handbook Staff Disciplinary Procedures 1. Introduction 1.1 These disciplinary procedures will apply to all members of staff at UEL (except to staff designated as senior postholders,

More information

Employees have the right to appeal against any disciplinary warnings and dismissal.

Employees have the right to appeal against any disciplinary warnings and dismissal. ST JUST IN PENWITH TOWN COUNCIL DISCIPLINARY PROCEDURES Introduction This procedure is designed to help and encourage all employees to achieve and maintain acceptable standards of conduct and job performance.

More information

Newcastle University disciplinary procedure

Newcastle University disciplinary procedure Newcastle University disciplinary procedure Contents 1. INTRODUCTION... 1 2. RIGHT OF REPRESENTATION... 3 3. TRADE UNION REPRESENTATIVES... 3 4. SCHEDULING OF FORMAL MEETINGS AND APPEALS... 3 5. INVESTIGATION...

More information

NHS North Somerset Clinical Commissioning Group. HR Policies Managing Discipline

NHS North Somerset Clinical Commissioning Group. HR Policies Managing Discipline NHS North Somerset Clinical Commissioning Group HR Policies Managing Discipline Approved by: Quality and Assurance Group Ratification date: May 2013 Review date: May 2016 1 Contents 1 Policy Statement...

More information

DISCIPLINARY POLICY & PROCEDURE FOR SCHOOL BASED STAFF

DISCIPLINARY POLICY & PROCEDURE FOR SCHOOL BASED STAFF DISCIPLINARY POLICY & PROCEDURE FOR SCHOOL BASED STAFF Based on Leeds City Council recommendations January 2012 1 CONTENTS 1. Introduction 2. Scope of the Procedure 3. Core Principles 4. Management of

More information

Disciplinary and grievance procedures Draft Acas Code of Practice

Disciplinary and grievance procedures Draft Acas Code of Practice Disciplinary and grievance procedures Draft Acas Code of Practice June 2004 This Code of Practice provides practical guidance to employers, workers and their representatives on: The statutory requirements

More information

Staff Disciplinary Policy

Staff Disciplinary Policy St Crispin's School Policy Staff Disciplinary Policy Version Date Changes or reason for Update Date Approved Number Created V1 1999 First Issue 1999 V2 04/ 2005 New Issue from the LEA 04/2005 V3 02/2007

More information

Disciplinary Procedures

Disciplinary Procedures Manchester Young Lives Disciplinary Procedures Policy Reviewed Review Date September 2016 Page 1 of 5 C O N T E N T S 1 Purpose & Scope 2 Principles 3 Procedure 4 Acas Code of Practice 5 Gross Misconduct

More information

Surrey County Council Disciplinary Policy December 2009

Surrey County Council Disciplinary Policy December 2009 APPENDIX 2 Disciplinary Policy - v 0.8 1. Introduction People who choose to become Local Government Employees, as public servants must abide by the highest standards in respect of conduct and behaviour.

More information

DISCIPLINARY PROCEDURE SEPTEMBER 2007. Western Health & Social Care Trust [Disciplinary Procedures] 1 September 2007 1

DISCIPLINARY PROCEDURE SEPTEMBER 2007. Western Health & Social Care Trust [Disciplinary Procedures] 1 September 2007 1 DISCIPLINARY PROCEDURE SEPTEMBER 2007 Western Health & Social Care Trust [Disciplinary Procedures] 1 September 2007 1 CONTENTS DISCIPLINARY PROCEDURE 1.0 INTRODUCTION 2.0 GUIDANCE AND DEFINITIONS 3.0 PRINCIPLES

More information

ROYAL BOROUGH OF WINDSOR & MAIDENHEAD. Disciplinary Policy & Procedure

ROYAL BOROUGH OF WINDSOR & MAIDENHEAD. Disciplinary Policy & Procedure 1. Disciplinary Policy ROYAL BOROUGH OF WINDSOR & MAIDENHEAD Disciplinary Policy & Procedure 1.1. General The following rules and procedure form part of the statement of written particulars of employment

More information

DISCIPLINARY POLICY. CCG Policy Reference: This policy replaces or supersedes Policy Ref:

DISCIPLINARY POLICY. CCG Policy Reference: This policy replaces or supersedes Policy Ref: DISCIPLINARY POLICY Page 1 of 18 DISCIPLINARY POLICY CCG Policy Reference: This policy replaces or supersedes Policy Ref: Target Audience Brief Description (max 50 words) Governing Body members, committee

More information

1. INTRODUCTION... 1 2. SCOPE... 1 3. ROLES AND RESPONSIBILITIES... 2 4. REPRESENTATION... 3 5. INVESTIGATIONS... 3 6. SUSPENSION...

1. INTRODUCTION... 1 2. SCOPE... 1 3. ROLES AND RESPONSIBILITIES... 2 4. REPRESENTATION... 3 5. INVESTIGATIONS... 3 6. SUSPENSION... The Skinners School Staff Disciplinary (Misconduct) Policy CONTENTS PAGE NO 1. INTRODUCTION... 1 2. SCOPE... 1 3. ROLES AND RESPONSIBILITIES... 2 4. REPRESENTATION... 3 5. INVESTIGATIONS... 3 6. SUSPENSION...

More information

High Peak CVS Disciplinary Policy and Procedure

High Peak CVS Disciplinary Policy and Procedure High Peak CVS Disciplinary Policy and Procedure The effectiveness and credibility of HIGH PEAK CVS and its employees is dependent to a large extent on the ability to achieve and preserve high standards

More information

Copplestone Primary School

Copplestone Primary School Copplestone Primary School Staff Discipline Policy Reviewed Adopted on Signed F & P Every 2 Years Staff Discipline Policy Page 1 Introduction The Governing Body of Copplestone Primary is committed to ensuring

More information

Staff Disciplinary Policy

Staff Disciplinary Policy Staff Disciplinary Policy Reviewed by: Name: Signature: Date: 1. Policy Statement 1.1 This policy and procedure sets out expectations of employee conduct and ensures that any disciplinary matters are managed

More information

DISCIPLINARY POLICY. APPROVED BY South Gloucestershire Clinical Commissioning Group Quality and Governance Committee

DISCIPLINARY POLICY. APPROVED BY South Gloucestershire Clinical Commissioning Group Quality and Governance Committee DISCIPLINARY POLICY APPROVED BY South Gloucestershire Clinical Commissioning Group Quality and Governance Committee December 2015 Date of Issue: December 2015 Version No: 2.0 Date of Review: November 2017

More information

In this Disciplinary Policy and Procedure, unless the context otherwise requires, the following expressions shall have the following meanings:

In this Disciplinary Policy and Procedure, unless the context otherwise requires, the following expressions shall have the following meanings: DEFINITIONS In this Disciplinary Policy and Procedure, unless the context otherwise requires, the following expressions shall have the following meanings: i. Diocesan Schools Commission means the education

More information

RESEARCH COUNCIL DISCIPLINARY POLICY

RESEARCH COUNCIL DISCIPLINARY POLICY Management Guidance This document provides additional guidance for managers, employees and HR in the handling of disciplinary issues. It includes the Research Council s Disciplinary policy and procedure

More information

CORPUS CHRISTI CATHOLIC ACADEMY TRUST DISCIPLINARY POLICY AND PROCEDURE

CORPUS CHRISTI CATHOLIC ACADEMY TRUST DISCIPLINARY POLICY AND PROCEDURE DEFINITIONS In this Disciplinary Policy and Procedure, unless the context otherwise requires, the following expressions shall have the following meanings: i. Diocesan Education Service means the education

More information

DISCIPLINARY AND GRIEVANCE ARRANGEMENTS. the disciplinary process: how councils can deal with concerns about employee

DISCIPLINARY AND GRIEVANCE ARRANGEMENTS. the disciplinary process: how councils can deal with concerns about employee Legal Topic Note LTN 22 January 2013 DISCIPLINARY AND GRIEVANCE ARRANGEMENTS 1. This LTN provides guidance on: the disciplinary process: how councils can deal with concerns about employee misconduct or

More information

Greenhead College. Discipline and Grievance. (Senior Postholders) reviewed 02/15

Greenhead College. Discipline and Grievance. (Senior Postholders) reviewed 02/15 Greenhead College Discipline and Grievance (Senior Postholders) reviewed 02/15 1 GRIEVANCE PROCEDURE FOR SENIOR POSTHOLDERS: GUIDANCE 1. If a Senior Postholder has a grievance relating to her/his employment

More information

Cardinal Pole Catholic School DISCIPLINARY POLICY AND PROCEDURE

Cardinal Pole Catholic School DISCIPLINARY POLICY AND PROCEDURE DEFINITIONS In this Disciplinary Policy and Procedure, unless the context otherwise requires, the following expressions shall have the following meanings: i. Diocesan Schools Commission means the education

More information

Disciplinary Procedure. November 2015

Disciplinary Procedure. November 2015 Disciplinary Procedure November 2015 Document title Disciplinary Procedure November 2015 Document author and department Responsible person and department Sue Davies, HR Business Partner, Human Resources

More information

DISCIPLINARY PROCEDURE TEACHING STAFF

DISCIPLINARY PROCEDURE TEACHING STAFF policies updated/ Disc Proc Teach Staff 300512 1. INTRODUCTION DISCIPLINARY PROCEDURE TEACHING STAFF 1.1 Disciplinary rules and procedures are necessary for promoting orderly employment relations as well

More information

Disciplinary Policy & Guidance

Disciplinary Policy & Guidance Disciplinary Policy & Guidance Adopted from Wokingham Borough Council s Model Policy. The document has been annotated as follows where responsibility is held at both levels: Wokingham Borough Council (Winnersh

More information

DISCIPLINARY PROCEDURES

DISCIPLINARY PROCEDURES DISCIPLINARY PROCEDURES Employers should comply with the Acas Code of Practice for disciplinary and grievance procedures which can be downloaded from www.acas.org.uk/dgcode2009. Otherwise they could face

More information

DISCIPLINARY POLICY. CCG Policy Reference: HR 2 v2. This policy replaces or supersedes Policy Ref: HR2 v1

DISCIPLINARY POLICY. CCG Policy Reference: HR 2 v2. This policy replaces or supersedes Policy Ref: HR2 v1 on the intranet is the controlled copy. Any printed copies of the document are not controlled. DISCIPLINARY POLICY CCG Policy Reference: HR 2 v2 This policy replaces or supersedes Policy Ref: HR2 v1 Target

More information

Cyngor Sir Powys County Council. Disciplinary Procedure for Teachers

Cyngor Sir Powys County Council. Disciplinary Procedure for Teachers Cyngor Sir Powys County Council Disciplinary Procedure for Teachers Contents Page 1. Introduction 3 2. Applying the Disciplinary Procedure 4 3. Governing Body Committees 5 4. Investigations 5 5. Investigation

More information

circumstances where this may interfere with the discharge of your employment duties or the good reputation of Audit Scotland.

circumstances where this may interfere with the discharge of your employment duties or the good reputation of Audit Scotland. Introduction Discipline Policy Owned & maintained by: Date checked/ Created: Next review date: Human Resources January 2014 July 2015 Introduction 1. The professionalism and integrity displayed by our

More information

Disciplinary Policy and Procedure

Disciplinary Policy and Procedure Disciplinary Policy and Procedure Policy The success of the University is dependent on its most important resource, its staff. It is therefore vital that all employees are encouraged to work to the best

More information

Policy Group: Disputes Resolution. Disciplinary Procedure

Policy Group: Disputes Resolution. Disciplinary Procedure Policy Group: Disputes Resolution Disciplinary Procedure Issue details Title: Issue and version number: Officer/Panel Controlling Procedure: Authorisation Level: Authorisation Date: Agreed by SSCF SSDC

More information

Managing Conduct Policy

Managing Conduct Policy Managing Conduct Policy Reference Number: 101 Author & Title: Gayle Williams, HR Manager Responsible Directorate: Human Resources Review Date: 11 March 2016 Ratified by: Lynn Vaughan Director of Human

More information

Disciplinary Procedure for Employees of the Health Service Executive

Disciplinary Procedure for Employees of the Health Service Executive Disciplinary Procedure for Employees of the Health Service Executive January 2007 Contents 1. Introduction 1 2. Purpose ot the Disciplinary Procedure 2 3. Principles 3 4. Pre Procedure Informal Counselling

More information