ARRA HRD - Training, Teamwork Development, Employee Relations Consultancy
It is the company's policy to provide the best possible standards of pay, benefits and conditions of employment. In return, the employee is expected to contribute high standards of workmanship, attendance, co-operation and acceptable levels of productivity. While the aim of the disciplinary procedure is to help individuals whose performance, attitude or conduct falls below the company's standards, a disciplinary record may affect an employee's advancement prospects.
Should informal counselling fail to resolve the problem, the following will apply:
1 - Verbal Warning
Step 2 - Written Warning
the employee's performance does not improve to the required
standard, within a reasonable time, then the immediate
supervisor/manager will issue the employee with a written warning.
This warning will inform the employee of the aspects of conduct or
performance which are below standard, stating clearly that this is a
written warning, advising on the improvements which must be made and
that if the required improvements are not made then the next step in
the procedure is a final written warning. The employee will be given
a copy of the warning and a copy will be placed on his/her personnel
file. If the conduct/performance is satisfactory for 6 months, then
this warning lapses for the purpose of this procedure.
- Final Written Warning
Where the employee's performance does not improve to the required standard within a reasonable time, then the General Manager/Director will issue the employee with a final written warning. This warning will inform the employee of the aspects of conduct or performance which are below standard, stating clearly that this is a final written warning, advising on the improvements which must be made and that if the required improvements are not made then the next stage in the procedure is dismissal. The employee will be given a copy of the warning and a copy will be placed on his/her personnel file. If the conduct/performance is satisfactory for 12 months, then the employee shall revert back to Step 2 of the Disciplinary Procedure.
Consideration will be given to imposing a penalty of a disciplinary suspension with or without pay for a period of time as an alternative to a final written warning.
despite the warnings/action taken in accordance with Steps 1, 2 and
3 of this Procedure, the employee's conduct/performance is still not
acceptable to the company then he/she will be dismissed. The General
Manager/Director will make this decision.
Examples of offences
following are examples of offences, which will result in
disciplinary action being taken against an employee up to and
above points are examples only and are not exclusive. In the event
of any disciplinary action been taken against an employee, Management
undertake to outline clearly the offence for which the employee is
being accused of and to operate these procedures under the laws of
cases of misconduct such as bullying and harassment, fighting,
theft, willful damage to company property, reporting for work under
the influence of alcohol, breaches of trust, etc., the company may
summarily dismiss an employee without recourse to the procedure
contained in Steps 1 to 4 above. In cases where the company considers
that summary dismissal is warranted, it may suspend an employee with
pay in order to facilitate investigation of the particular case. In
all such cases, the Company will clearly outline why the misconduct
warrants summary dismissal.
Examples of harassment can include spoken words, gestures or the production, display or circulation of written words, pictures or other material, which are offensive.
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