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DRAFT 16th May 2000 DISCIPLINARY PROCEDURE 1Purposes The purposes of this procedure are - 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 2General Principles 1The purpose of this document is to set out the companys current procedure for the handling of disciplinary matters It does not confer any contractual rights 2The procedure applies to all employees but not during the probationary period or within the first six months of employment whichever is longer 3Management 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 4The 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 5The Company will not take any formal action under this procedure without appropriate prior investigation and without giving the employee an opportunity to put hisher case in respect of the allegations made 6Employees have the right to appeal against any formal action taken against them under this procedure 7Depending on the seriousness of the misconduct poor performance or the employees disciplinary record taken as a whole the first andor second levels of the procedure may be omitted 8This procedure will be amended to include particular provisions in other company policies as applicable 3Conduct of Meetings Under the Procedure 1In any proceedings under the procedure an employee has the right to be accompanied by a fellow employee of hisher choice or by a recognised Trade Union official who has been reasonably certified in writing as having received training in acting as a workers companion at a disciplinary
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