Disciplinary Procedure

This procedure sets out the process for addressing employee misconduct or poor performance. The procedure is designed to be fair, transparent, and consistent.

This procedure applies to all employees, including those in their probation period. It does not apply to genuinely redundant dismissals, which are handled under a separate procedure.

Most issues should be resolved informally. A quiet conversation between the manager and the employee, with a clear explanation of the concern and an opportunity to respond. The outcome is documented but not held against the employee. If the issue is not resolved, the formal procedure begins.

If informal resolution fails, or the issue is serious enough to warrant formal action, the manager issues a formal written warning. The warning:

— States the issue and the evidence

— States the expected improvement

— States the timeframe for improvement

— States the consequences of failure to improve

— Is signed by the manager and the employee

— Is filed in the employment file

— Is copied to the employee

If the formal warning is not heeded, or the issue is repeated, the manager issues a final written warning. The final warning:

— States the previous warnings and the failure to improve

— States the new issue and the evidence

— States the expectation of immediate improvement

— States that dismissal will follow if the issue recurs

— Is signed by the manager and the employee

— Is filed in the employment file

Dismissal is the last resort. It applies when:

— The employee has not improved after a final warning

— The issue is gross misconduct (e.g. theft, violence)

— The issue makes continued employment impossible