Disciplinary Procedure - Disciplinary Procedure Approved by...

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Disciplinary Procedure Approved by Corporate Services Committee: 17 December 2008 Implemented with effect from: 6 April 2009 Amended April 2010; minor amendments to align with corporate structure. CONTENTS 1. Scope ........................................................................................................................ 2 2. Introduction ............................................................................................................... 2 3. Responsibilities of Employees .................................................................................. 2 4. Confidentiality ............................................................................................................ 3 5. Link with Other Procedures ...................................................................................... 3 6. Informal Warning and Guidance ............................................................................... 4 7. Representation .......................................................................................................... 4 8. Accredited Trade Union Officials .............................................................................. 4 9. Gross Misconduct ..................................................................................................... 4 10. Investigation .............................................................................................................. 5 11. Suspension ............................................................................................................... 5 12. Disciplinary Hearings ................................................................................................ 6 13. Disciplinary Action ..................................................................................................... 7 14. Supplementary Actions ............................................................................................. 8 15. Warnings ................................................................................................................... 8 16. Appeal Process ......................................................................................................... 8 Appendix 1: Disciplinary Offences ....................................................................................... 10 Summary of Disciplinary Action ........................................................................................... 13 HR & OD Handbook April 10 1
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DISCIPLINARY PROCEDURE 1. Scope 1.1. This procedure applies to all Council employees except those appointed by schools who have their own procedures as adopted by the Governing Body. The procedure will apply to new recruits on satisfactory completion of their probationary period and will be varied in some respects for certain senior staff to ensure compliance with local government law and JNC conditions of service for Chief Executives and Directors. 1.2. This procedure does not apply to cases involving genuine sickness absence, proposed redundancies or capability, which are dealt with under the Council’s other procedures. 2. Introduction 2.1. Discipline at work is necessary for the efficient operation of the business and for the health and safety at work of all employees. The procedure: allows managers to address issues of unsatisfactory conduct and seek improvements in behaviour. ensures that employees covered by the procedure are treated fairly and consistently ensures that proper and adequate procedures are observed before any disciplinary decisions are taken. encourages all employees to achieve and maintain standards of conduct, attendance and job performance. protects the health, safety and well-being of staff, service users and members of the public. safeguards the integrity and good reputation of the Council. 2.2. The application of this procedure will be in accordance with the Council’s equalities and diversity policies and the ACAS code of practice on disciplinary and grievance procedures. The procedure will be monitored against equalities criteria to comply with the Council’s obligation to report the impact of its policies on different groups of staff. 2.3. Any steps under the disciplinary procedure will be taken promptly unless there is a good reason for the delay. The Council may vary any time limits if it is reasonable to do so. 2.4. If an employee has any difficulty at any stage of the procedure because of a disability, they should discuss the situation with their manager or a member of HR&OD as soon as possible.
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