Disciplinary Procedure – Employment policy

(Extracted from the UKV Manager’s Handbook)

Whilst the company (the Employer, UKV) does not intend to impose unreasonable rules of conduct on its employees, certain standards of behaviour are necessary to maintain good industrial order and discipline.

We prefer that discipline be voluntary and self imposed and the great majority of cases this is how it works. However, from time to time, it may be necessary to take action towards individuals whose behaviour or performance are unacceptable.

Minor faults will be dealt with informally. However, in cases where the matter is more serious, ie: unjustified absences, poor time-keeping, sub-standard performance, the following procedure will be used. At all stages, the employee will be given the chance to state his/her case, accompanied if requested by a fellow employee of his/her choice during the disciplinary interview. It should be noted, however, that an employee’s behaviour is not looked at in isolation but each incident of misconduct is regarded cumulatively with any previous occurrences.

The employee will be given a formal VERBAL WARNING by the management or immediate superior. He/she will be advised of the reason for the warning and that this warning is the first stage of the disciplinary procedure. A note of the verbal warning may be recorded but nullified after six months, subject to satisfactory conduct, only if there are no further instances of disciplinary action for whatever reason. If you wish to appeal against the disciplinary action, you have the right to so within 4 working days of the disciplinary hearing decision. The appeal should be put in writing to the Managing Director.Stage 1

Stage 2

If conduct of work performance does not improve a FIRST WRITTEN WARNING may be given. This will give details of the complaint and the likely consequences if the terms of the warning are not complied with. This warning will be recorded but again nullified after a maximum of one year, subject to satisfactory conduct, only for instances of disciplinary action for whatever reason. If you wish to appeal against the disciplinary action, you have the right to do so within 4 working days of the disciplinary hearing decision. The appeal should be put in writing to the Managing Director.

Stage 3

Failure to improve in response to the procedure so far, a repeat of misconduct for which a warning has been previously been issued, or a first instance of serious misconduct, will result in a FINAL WRITTEN WARNING being issued. This will give details of the complaint, the length of any probationary period and notification that dismissal will probably result, if the terms of the warning are not complied with. This warning will be recorded and only nullified at the management’s discretion. If you wish to appeal against the disciplinary action, you have the right to do so within 4 working days of the disciplinary hearing decision. The appeal should be put in writing to the Managing Director.

Stage 4

Failure to meet the requirements set out in the final written warning will normally lead to DISMISSAL with appropriate notice. A decision of this kind will only be made after the fullest possible investigation. Dismissal can be authorised only by the employer. If you wish to appeal against the disciplinary action, you have the right to do so within 4 working days of the disciplinary hearing decision. The appeal should be put in writing to the Managing Director.

DISCIPLINARY PROCEDURE

Suspension

In the event of serious misconduct an employee may be suspended on full basic pay while an investigation is carried out. Such suspension, which DOES NOT imply guilt or blame, will be for as short a period as possible.

Appeals

An employee may appeal against a disciplinary decision including dismissal to management within 4 working days of the decision. Appeals should be in writing. At the appeal hearing, the employee will again be given the chance to state his/her case and will have the right to be accompanied by a fellow employee of his/her choice. The company’s decision will be final.

Grievances

1. The employee must set out the grievance in writing and send a copy of the grievance to the employer.
2. The employer must invite the employee to at least one meeting to discuss the grievance. The employee of the decision as to the response to the grievance, and notify them of the right to appeal against the decision if they are not satisfied with it.
3. If the employee does wish to appeal they must inform the employer. If he/she does so, the employer must invite them to attend a further meeting. The employee must take all reasonable steps to attend the meeting. After the appeal meeting, the employer must inform the employee of the final decision.