Difference between revisions of "Disciplinary & Grievance"

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Disciplinary Procedure
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ITW Envopak is committed to the principle of equal opportunity in employment.
  
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The purpose of the Disciplinary Procedure is to outline a recognised and consistent system to deal with issues of conduct, capability or other circumstances, which may result in a disciplinary warning or dismissal.
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Accordingly, managers will ensure that recruitment, selection, training, development and promotion procedures result in no job applicant or employee receiving less favourable treatment because of a protected characteristic i.e. race, colour, nationality, ethnic or national origin, religion or belief, disability, trade union membership or non-membership, sex, sexual orientation, pregnancy and maternity, gender reassignment, marriage/civil partnership, age, or on the basis of being a part-time or fixed term worker.  
  
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The Disciplinary Procedure does not form part of your contract of employment for the first year of continuous employment.  
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The Organisation’s objective is to ensure that individuals are selected, promoted and otherwise treated solely on the basis of their relevant aptitudes, skills and abilities.  
  
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At any stage of the Disciplinary Procedure you may be suspended, on full pay, whilst investigations are carried out. This does not mean that you have been, or will be found guilty of any particular offence or act of misconduct.
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Management has the primary responsibility for successfully meeting these objectives by:
  
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If it is necessary for the Organisation to take action under the Disciplinary Procedure you will be issued with a written statement setting out the nature of the conduct, capability or other circumstances that may result in a disciplinary warning or dismissal. You will only be issued with a disciplinary warning or dismissed following a formal disciplinary meeting, at which you will have been given the right to be accompanied by a fellow employee or an accredited trade union official. You should take all reasonable steps to attend the meeting. Throughout the Disciplinary Procedure you will be given the opportunity to respond to any complaint before any decision on a disciplinary warning or dismissal is taken.
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• not discriminating in the course of employment against employees or job applicants
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• not inducing or attempting to induce others to practise unlawful discrimination; and
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• bringing to the attention of employees that they will be subject to action under the Disciplinary Procedure for unlawful discrimination of any kind.  
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You should contribute by:
  
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The Organisation may commence the Disciplinary Procedure, depending on the circumstances, at any of the following levels:
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• not discriminating against fellow employees, customers, clients, suppliers or members of the public with whom you come into contact during the course of your duties
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• not inducing or attempting to induce others to practise unlawful discrimination; and
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• reporting any discriminatory action to your manager
  
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Verbal warning.
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The successful achievement of these objectives necessitates a contribution from everyone and you have an obligation to report any act of discrimination known to you.  
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A record of the verbal warning will be placed in your personnel file for 6 months.  
 
  
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Written warning.
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If you consider that you are a victim of unlawful discrimination you may raise the issue through the Grievance Procedure.
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A written warning will be issued and a copy placed in your personnel file for 12 months.
 
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Final written warning.
 
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A final written warning will be issued and a copy placed in your personnel file indefinitely
 
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Dismissal.
 
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Dismissal may be with or without notice depending on the circumstances, and may occur whether or not warnings have been issued.
 
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You will be entitled to appeal against any disciplinary or dismissal decision taken, such appeal being held in accordance with the Appeal Procedure, which is detailed below.
 
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Appeal Procedure
 
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The Appeal Procedure does not form part of your contract of employment for the first year of continuous employment.
 
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If you wish to appeal against any disciplinary warning or decision to dismiss, you should apply in writing within 5 working days. Instructions on who you should direct your appeal to will be given in writing with the confirmation of the outcome of the disciplinary meeting.
 
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You will be invited to attend a meeting and you should take all reasonable steps to attend.
 
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You will be given the opportunity to be accompanied at the meeting by a fellow employee or accredited trade union official.
 
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After the appeal meeting you will be informed of the decision.
 
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Grievance Procedure
 
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Where you have a grievance relating to any aspect of your employment you should have no hesitation in raising the matter informally with your immediate Line Manager. If you wish to make a formal grievance it must be set out in writing.
 
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It is the Organisation’s intention to consider all grievances as soon as possible, and a meeting will be held, usually within 5 days of you raising the grievance. The meeting will enable you to give full details.
 
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You are entitled to be accompanied by a fellow employee or accredited trade union official at the grievance hearing.
 
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It may not be appropriate to take up your grievance with your immediate Line Manager if your grievance is about that person. In this case you should raise it with a more senior member of management, or, if not possible, another member of management at the same level.
 
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After the meeting and any investigation process, the Manager will inform you of his or her decision in response to the grievance. You have the right to appeal against this decision.
 
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If you wish to appeal, you must inform the Organisation in writing. You will then be invited to attend another meeting, after which you will be informed of the final decision.
 

Revision as of 16:31, 8 November 2018

ITW Envopak is committed to the principle of equal opportunity in employment.

Accordingly, managers will ensure that recruitment, selection, training, development and promotion procedures result in no job applicant or employee receiving less favourable treatment because of a protected characteristic i.e. race, colour, nationality, ethnic or national origin, religion or belief, disability, trade union membership or non-membership, sex, sexual orientation, pregnancy and maternity, gender reassignment, marriage/civil partnership, age, or on the basis of being a part-time or fixed term worker.

The Organisation’s objective is to ensure that individuals are selected, promoted and otherwise treated solely on the basis of their relevant aptitudes, skills and abilities.

Management has the primary responsibility for successfully meeting these objectives by:

• not discriminating in the course of employment against employees or job applicants • not inducing or attempting to induce others to practise unlawful discrimination; and • bringing to the attention of employees that they will be subject to action under the Disciplinary Procedure for unlawful discrimination of any kind. You should contribute by:

• not discriminating against fellow employees, customers, clients, suppliers or members of the public with whom you come into contact during the course of your duties • not inducing or attempting to induce others to practise unlawful discrimination; and • reporting any discriminatory action to your manager

The successful achievement of these objectives necessitates a contribution from everyone and you have an obligation to report any act of discrimination known to you.

If you consider that you are a victim of unlawful discrimination you may raise the issue through the Grievance Procedure.

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