Disciplinary Procedure Policy
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DISCIPLINARY POLICY AND PROCEDURE April 2015 1 CONTENTS Paragraph Title SECTION 1 1 2 3 4 5 6 DISCIPLINE - POLICY STATEMENT Purpose Scope Employee’s Covered Principles of Natural Justice Record Management Right to Representation SECTION 2 1 2 3 4 5 DISCIPLINE - PROCEDURE Disciplinary Rules Investigation Dealing with Special Situations Suspension Disciplinary Hearing - General Principles - Procedure - Protocol Disciplinary sanctions Gross Misconduct Demotion/Transfer to another Location Confirmation Letter Rights of Appeal Responsibilities Flowchart Appendix – Disciplinary rules 6 7 8 9 10 11 12 SECTION 3 1 2 3 4 5 6 7 8 9 TEMPLATE LETTERS Suspension from duty Invite to Investigatory Interview No further action after Investigatory Invite to Disciplinary hearing Outcome of disciplinary – Sanction Issued Outcome of disciplinary – Dismissal Cooling Off Letters- (Resignation during Disciplinary action) Invite to appeal hearing Outcome of appeal hearing Appendix 1 Informal discussion Log 2 Page 3 4 4 4 5 5 6 6 7 7 9 10 12 12 13 13 14 15 18 19 20 21 22 23 25 26 27 29 DISCIPLINE Policy Statement 1.. This policy ensures we comply with legislation and is in line with the ACAS code of practice This Disciplinary Policy aims to: 1.2 1.3 1.4 1.5 Promote high standards of behaviour on the part of all employees Ensure consistent and fair treatment to all Promote efficient and safe performance of work by regulating employee conduct Promote and maintain effective employee relations.. 6 2.5 3 If informal action does not bring about an improvement, or the misconduct or unsatisfactory performance is considered to be too serious to be classed as minor, Northwards will provide employees with a clear signal of their dissatisfaction by taking formal action INVESTIGATION 3.1 When an employee’s conduct is called into question an informal fact finding meeting may be conducted to establish the facts of the matter and the circumstances around the misconduct.. 7.1 The following
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