● to ensure consistent and fair treatment of disciplinary and performance issues

● to help and encourage employees to achieve and maintain appropriate standards of conduct, attendance and job performance

1. The purpose of this document is to set out the company’s current procedure for the handling of disciplinary matters. It does not confer any contractual rights.

2. The procedure applies to all employees, but not during the probationary period or within the first six months of employment, whichever is longer.

3. Management may deal with minor instances of misconduct and initial unsatisfactory levels of performance informally, by way of counselling or informal caution. If a problem continues or management judges it to be sufficiently serious, this procedure will apply.

4. The Company will not dismiss any employee for a first offence, unless the offence amounts to gross misconduct (see below), in which case, the employee will be dismissed without notice or pay in lieu.

5. The Company will not take any formal action under this procedure without appropriate pr

If conduct or performance does not meet the Company’s standards, the employee may receive a level one warning, normally from their immediate supervisor (or nominated deputy).

A level two warning may be issued by the employees’ immediate manager (or nominated deputy). As with level one warnings, where, at the conclusion of the disciplinary meeting, the manager decides to issue a level two warning, he/she will inform the employee of -

6. Any disciplinary meeting may be adjourned to enable further investigation of matters arising to be carried out.

• the consequences for the employee of not implementing required action or further misconduct,

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Approximate Word count = 1646
Approximate Pages = 7 (250 words per page double spaced)