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Our staff disciplinary procedure

1. This procedure covers two types of offence, minor and major offences. Examples of minor offences are absenteeism, unsatisfactory timekeeping, poor quality of work and lack of care with company equipment. Examples of major offences are dishonesty, physical violence, unlawful discrimination, deliberate damage to company property and deliberate falsification of records.
   
   
2. If the director (or if the employee is the director, the board of trustees) believes that an employee has committed an offence covered by this procedure the director (or if the employee is the director, the board of trustees) may enact this procedure.
   
   
3. When enacting this procedure the director (or if the employee is the director, a trustee nominated by the board of trustees) must inform the employee in writing whether the alleged offence is being treated as a minor or major offence, give the employee written details of the alleged offence and inform the employee of his/her right to be accompanied by a person of the employee's choice when facing a disciplinary hearing or any subsequent appeal.
   
   
4. Within ten working days of the director (or if the employee is the director, the board of trustees) becoming aware of what s/he believes to be an offence the director (or if the employee is the director, a trustee nominated by the board of trustees) must meet the employee at a disciplinary hearing to discuss the alleged offence. The director (or if the employee is the director, the trustee nominated by the board of trustees) may seek legal advice before or after this hearing if s/he considers it necessary. At all disciplinary hearings the director (or if the employee is the director, the trustee nominated by the board of trustees) will discuss the alleged offence with the employee, tell the employee what action s/he intends to take over the offence and inform the employee of their right of appeal against any decision taken by the hearing. The employee will be asked to state his/her case before any decision is made. Details of any action to be taken against the employee following such a hearing must be given in writing to the employee within five working days of the hearing.
   
   
5. A written warning may be given to an employee at such a disciplinary hearing. In the case of a second or subsequent minor offence or a major offence a final written warning may be given. In the case of a third or subsequent minor offence or a major offence the employee may be dismissed.
   
   
6. No disciplinary action will be taken against an employee until the case has been investigated. In the case of an alleged major offence the director (or if the employee is the director, the trustee nominated by the board of trustees) may suspend an employee on full pay until a disciplinary hearing is held.
   
   
7. All employees have the right to appeal against any finding or action of a disciplinary hearing. If the employee intends to appeal against a decision of a disciplinary hearing s/he must lodge the appeal with the chair of the board of trustees within ten working days of the hearing. If an employee lodges such an appeal, the chair of the board of trustees will establish an appeals panel of the board of trustees made up of the chair of the board of trustees and two other trustees. This panel will meet within 10 working days of the appeal being lodged to hear from the employee and the director and make a final decision on the matter.
   
   
8. All employees are entitled to be accompanied by a person of their choice when facing a disciplinary hearing and any subsequent appeal.
   
   
9. If statutory provisions conflicting with this policy come into force between reviews of this policy, the statutory provisions will take precedence.
   
   
10. This policy will be reviewed by the board of trustees at least every calendar year.