Staff Handbook - Policies and Procedures

afterwards is satisfactory the warning will be treated as spent after a specified period starting with the day that the warning is given to you, after which it will lapse and be disregarded in any future disciplinary procedures. DISMISSAL OR OTHER SERIOUS STEPS This stage will normally result from your failure to act upon the requirements of behaviour and conduct made in the previous stages of the warning procedure. But it may arise simply due to the seriousness of the incident or the behaviour that has occurred. Dismissal will usually take effect immediately so that you will not be required to work any notice period. However in some circumstances we may not decide to dismiss you, but to apply another serious sanction such as demotion, or suspension without pay. LENGTH OF WARNINGS A warning will usually apply for a specified period taking into account the seriousness of the matter, after which it will lapse and be disregarded in any future disciplinary procedures. The period will usually be 6 months but we may specify a shorter or longer period depending upon the seriousness of the misconduct involved in giving rise to the warning being given to you. 11. Procedure for gross misconduct As with other misconduct there will be a full investigation in cases of alleged gross misconduct. Usually you will be suspended while the investigation takes place because gross misconduct is so serious. The procedure followed will be exactly as for other misconduct. But if we find that gross misconduct has occurred we will normally immediately dismiss you without notice or pay in lieu of notice. Exceptionally other disciplinary action may be taken instead. 12. Appeals Procedure You have the right to appeal against a disciplinary decision, arising from the procedures set out above whether formal or informal. The letter telling you the outcome of a disciplinary meeting will remind you of your right of appeal. You must put your appeal in writing, setting out why you want to appeal and what you disagree with in the original decision, and send it or deliver it to Mr C J Sedgeman so that it is received within 5 working days of the next working day after you receive written confirmation of the decision. There will usually be an appeal meeting within a reasonable period of the appeal being lodged. As at the disciplinary meeting you have the right to be accompanied by a work colleague or trade union official and to have the hearing postponed. You must attend the meeting if reasonably possible. Usually the appeal meeting will be conducted by someone senior to the person who made the decision appealed against and that person will decide the appeal. The outcome will either be: • to reject the appeal and confirm the original disciplinary action; or to • uphold the appeal and reduce or revoke the original disciplinary action. The result of the appeal will be confirmed in writing within 10 working days of the appeal meeting. The decision at the appeal stage is final.

Registered Office: Unit 2A Longrock Industrial Estate, Penzance, Cornwall. TR20 8HX Company Reg. No. 04124350 This is a controlled document VAT Reg. No. 684598666 UTR No. 24386 09541 Staff Handbook Issue 23 24.06.2024