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Disciplinary Policy

The procedure is based on the ACAS code of practice and is designed to establish facts quickly and deal consistently with issues. No disciplinary action will be taken until the matter has been fully investigated.

Informal Pre-Disciplinary Discussion

  • Prior to formal proceedings, an informal pre-disciplinary discussion will be held where appropriate.
  • Minor misconduct, poor performance, or minor breaches may result in an informal warning (File Note). Failure to improve is likely to escalate to the formal procedure.

Formal Procedure Stages

At every stage, employees will be informed in writing of what is alleged and have the opportunity to state their case and be represented by a trade union representative or work colleague. Employees have the right to appeal.

  • Stage 1 - First Warning: Given for unsatisfactory conduct or performance. Recorded but disregarded after 6 months of satisfactory service. May be moved directly to a final written warning for sufficiently serious first offences.
  • Stage 2 - Final Written Warning: Given for serious offences or lack of improvement. Will include a note that failure to improve within 12 months will lead to Stage 3 action.
  • Stage 3 - Dismissal or Action Short of Dismissal: Dismissal if the employee has failed to improve. Alternatively, suspension without pay, transfer, or demotion may be appropriate sanctions. In gross misconduct allegations, the process may enter directly at this stage.

Gross Misconduct

If confirmed, gross misconduct will normally result in dismissal without notice or payment in lieu of notice. Examples include (but are not exhaustive):

  • Theft, Fraud, Damage to property.
  • Incapacity for work due to being under the influence of alcohol or illegal drugs.
  • Physical violence, Bullying, and gross insubordination.
  • Serious breach of Health and Safety.
  • The employee may be suspended with normal pay while the alleged gross misconduct is investigated.

Appeals

An appeal against any disciplinary decision must be made within 7 working days. The employer will hear the appeal and decide the case impartially.