Discipline and Disciplinary Appeals Policy

This policy is included in the Employee Handbook.

Our discipline and disciplinary appeal policy is designed to provide a straightforward path through a complex subject and comply with Discipline and Dismissal Code of Practice Arrangements.

This policy, with procedures, outlines how an organisation will deal with disciplinary matters relating to performance, conduct and behaviour, guiding managers through the process of handling disciplinary issues (from an initial investigation through to conclusion). And also ensures employees are fully aware of what will happen.

This policy complies with the new arrangements and covers:

Informal action and how matters will be dealt with.
Formal discipline process, including inviting employees to a disciplinary hearing, issuing disciplinary warnings and the next stage of events should things not improve.

Dismissals, for example dismissal with pay (following warnings) and dismissal without notice (gross misconduct).
Gross misconduct, including examples of what could constitute gross misconduct.

Disciplinary appeals, explaining an employee's legal right of appeal against a disciplinary decision and warning, the process to follow, what to expect and outcome decisions.
Investigations, hearings, warnings and appeal outcomes (e.g. uphold discipline decision, issue an alternative sanction, dismissal original case).

Legal Update:
New Discipline and Dismissal Code of Practice Arrangements came into force on 6 April 2009, providing a more flexible framework and approach for employers to follow when dealing with workplace disciplinary matters (including appeals and dismissal).
The new arrangements are less prescriptive in relation to timeframes and also allow for mediation to take place to resolve problems (providing both parties agree).

(To read more about our Employee Handbook click here)