A A A

01702 831170

info@londonpc.org.uk

A A A

01702 831170

info@londonpc.org.uk

DISCIPLINARY POLICY

We aim is to encourage improvements in individual employees’ conduct and performance. This procedure shows the action which will be taken when disciplinary rules are broken or performance falls below a satisfactory level.

Principles

The procedure is designed to find out the facts as quickly as possible and to deal fairly with disciplinary issues. No action should be taken until the incident has been fully investigated. At every stage, the employee has the opportunity to state their case and be represented, if they wish, by a fellow employee, a friend or a Trade Union representative. The employee has the right to appeal against any disciplinary penalty or dismissal.

The Procedure

Stage 1: Written Warning. If an employee’s conduct or performance is unsatisfactory, they are given a written warning which will be recorded. The warning will be disregarded after a period of satisfactory service (one year).

Stage 2: Final Written Warning. If the employee’s performance or conduct remains unsatisfactory, or if the offence was very serious, a final written warning will be given, making it clear that any repeat of the offence or any serious misconduct within 24 months will result in dismissal.

Stage 3: Dismissal. If there is no improvement, or if further misconduct occurs, the employee is dismissed.

Misconduct

  • General Misconduct
  • General misconduct includes (but is not limited to):
  • Failure to disclose that you are involved in a criminal or civil case
  • Unsatisfactory record of attendance or reliability
  • Persistent lateness
  • Poor standard of personal hygiene
  • Breaches of our rules and procedures not amounting to gross misconduct
  • Failing to work in a co‐operative manner with colleagues or conduct which impairs the efficiency of management or colleagues

Disciplinary and procedure

  • Failing to deal efficiently and politely with clients and third parties.
  • In the case of general misconduct you will normally be issued with a written warning for a first

Gross Misconduct

We reserve the right to dismiss you, without notice if, in our opinion, you have committed an act of gross misconduct. Examples of serious offences warranting instant dismissal are given below. The list is not exhaustive but is an indication of our view of what constitutes a serious offence:

  • Flagrant disobedience of reasonable instructions from superiors
  • Fraud, theft, bribery and others
  • Being under the influence of drink, drugs or other proscribed substances which impinge

upon performance or conduct whilst at work

  • Serious breach of our company rules and procedures
  • Being convicted of any criminal offence (whether or not relating to employment) which in the our opinion seriously undermines our confidence in you;
  • Deliberate damage to any our property or property which is not owned by our company but which is on premises occupied by our company (including but not limited to unauthorized use of fire equipment) or property of other employees, or of third parties;
  • Disorderly or indecent conduct, including fighting on our premises or threatening or using physical violence
  • Deliberate acts of discrimination or harassment, or instructing or aiding someone to commit an act of discrimination, harassment or victimization
  • Committing any act likely to bring our company into disrepute.

If you are accused or suspected of gross misconduct, you will normally be suspended from work

while we investigate the alleged offence. You receive no pay whilst suspended. If we are satisfied that gross misconduct has occurred, the result will normally be instant dismissal.

Appeals

You have the right to appeal against any decision to dismiss you or to impose any action short of

dismissal. In the event you wish to submit an appeal, you should do so in writing and within five

working days of the notification of the dismissal or other disciplinary action. The letter should state the main reasons why the disciplinary action should be reviewed. The appeal should be submitted to the manager. You will be invited to attend an appeal hearing. This will normally be held within ten working days of the manager receiving the written reasons for your appeal. You must make all reasonable efforts to attend the appeal hearing. If you fail to do so, we may proceed with the hearing in your absence. The outcome of the appeal will be confirmed to you in writing as soon as possible after the appeal has been held. The decision made at the appeal will be final and there is no further right of appeal. Where an appeal against dismissal fails, the effective date of termination of employment will be the date on which you were originally dismissed.

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