1.1 Our disciplinary procedure is designed to help you to achieve and maintain our standards of conduct, attendance, performance and should be looked upon as a corrective process to assist with improvement where necessary.
1.2 It is our policy to ensure that any disciplinary matter is dealt with fairly and that steps are taken to establish the facts and to give employees the opportunity to respond before taking any formal action.
1.3 This procedure is used to deal with misconduct. It does not apply to cases involving genuine sickness absence, medical capability, proposed redundancies or poor performance.
1.4 This procedure applies to all employees regardless of length of service. It does not apply to agency workers or self-employed contractors.
1.5 This procedure does not form part of any employee's contract of employment and we may amend it at any time.
2.1 We operate probationary periods for all new employees. We recognise that starting a new job role can be challenging and are committed to ensuring that you are fully supported during your probationary period.
2.2 Your contract of employment will specify whether your employment is subject to a probationary period, its length and any conditions attached to it.
2.3 The aim of the probationary period is to allow both parties to assess objectively suitability for the role.
2.4 Throughout your probationary period, your line manager will monitor your performance and progress and provide feedback to you periodically in review meetings. In addition to these review meetings, your line manager will check in with you regularly to ensure that you understand what you need to do, provide you with feedback and check that you are receiving sufficient support.
2.5 Shortly before the end of your probationary period, your line manager will meet with you to conduct a final review of your performance, progress and suitability for the role. At the meeting, you will be given an opportunity to ask questions and comment on your probationary period.
2.6 The outcome will be confirmed to you in writing, following the final review meeting, explaining the grounds on which the decision was reached.
2.7 We reserve the right to extend your probation period up to a maximum of 6 months service should more time be required to assess your performance.
2.8 We do not offer the right of appeal for a dismissal following an unsatisfactory probation.
3.1 Minor conduct issues can often be resolved informally between you and your line manager. Wherever we can, we’ll try to resolve problems informally as we believe this is the quickest and often best to route for improvement. This may mean your line manager will have an informal discussion with you in your 1-1 regarding any concerns to let you know what needs to be done to improve.