Disciplinary Procedure

In order to ensure that you are treated fairly if your conduct or performance does not meet the standards required by the Company, we will adopt the following process:

• Investigation and Informal Discussion

• First written warning

• Final written warning

• Dismissal or alternative action

Gross Misconduct

If an employee commits an extremely serious disciplinary offence the Company may dismiss them without prior warnings and without notice.

Some examples of offences which constitute gross misconduct are:

• dishonesty, theft or fraud

• malicious damage

• fighting, assault on another person

• serious incapability through alcohol or illegal drugs

• actions which endanger employees’ safety

• falsification or unauthorised removal of company records or property

• a serious act of insubordination

This list is not exhaustive or exclusive, and offences of a similar nature will be dealt with under this procedure.

If the employee is alleged to have carried out such an act of gross misconduct the company will suspend them on full pay whilst it carries out an investigation into the alleged offence. At the disciplinary hearing the employee will be given the opportunity to state their case and be represented or accompanied by a colleague of their choice or by a trade union official.

If, after investigation, it is confirmed that an employee has committed an act of gross misconduct the normal consequence will be dismissal without notice or payment in lieu of notice.

Please refer to our Disciplinary Policy for more information.