Dated Sept 2016

The next date for review of this policy is Sept 2017

Disciplinary Procedure

Purpose and Scope

The organisation’s aim is to encourage improvement in individual conduct or performance.  The procedure sets out the action which will be taken when disciplinary rules are broken.

Principles

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

At every stage employees will be informed in writing of what is alleged and have the opportunity to state their case at a disciplinary meeting and be represented or accompanied if they wish by a trade union representative or work colleague.

An employee will have the right to appeal against any disciplinary penalty.

The procedure

Stage 1 First Warning

If conduct or performance is unsatisfactory, the employee will be given a written warning or performance note.  Such warnings will be recorded but disregarded after 12 months satisfactory service.  The employee will also be informed that a final written warning will be issued if there is no sustained satisfactory improvement or change. Where the first offence is sufficiently serious (e.g. having a serious harmful effect on the organisation), it may be justifiable to move directly to a final written warning.  

Stage 2 Final written warning

If there is no improvement in standards, or if a further offence of a similar nature occurs, a final written warning will be given.  This will include the reason for the warning and a note that if no improvement results within a given period, action at stage 3 will be taken.

Stage 3 Dismissal

If conduct or performance has failed to improve the employee may be dismissed.

Disciplinary Rules

The following offences may result in disciplinary action (the list is not exhaustive):

Absence without good reason,

poor punctuality,

infringement of health and safety regulations,

inappropriate or careless use of Respect4us facilities or equipment,

failure to complete agreed tasks.

Gross Misconduct

If, after investigation, it is confirmed that an employee has committed an offence of the following nature (the list is not exhaustive), the normal consequence will be dismissal without notice or payment in lieu of notice:

Attending work under the influence of alcohol or illegal drugs,

bullying or abuse of staff or young people,

any other action deemed to put the welfare of young people at risk,

theft or fraud.

While the alleged gross misconduct is being investigated the employee may be suspended during which time he or she will be paid their normal salary.  Any decision to dismiss will only be taken after full investigation.

Appeals

An employee who wishes to appeal against any disciplinary decision must do so in writing to any director within five working days.  The Director will refer the matter to a Board meeting of Respect4us which will hear the appeal and decide the case as impartially as possible.

Grievance Procedure

Dealing with grievances informally

Most grievances can be settled informally.  An employee with a complaint or grievance should discuss it with their manager or any director of Respect4us.  

Formal Grievance

If you wish to raise the matter formally you should set out the grievance in writing to your manager or any director.  You should stick to the facts and avoid language that is insulting or abusive.

Grievance hearing

A director will call you to a meeting normally within five days to discuss your grievance.  You have the right to be accompanied by a colleague or trade union representative.  After the meeting the director will give a decision in writing normally within 24 hours.

Appeal

If you are unhappy with the decision you should let the director know.  You will be invited to an appeal meeting heard by the full board of Respect4us.  Again you have the right to be accompanied by a colleague or trade union representative.  The board will give you a decision within 24 hours.  Their decision is final.