Harassment Bringing the organisation into serious disrepute Serious incapability at work brought on by alcohol or illegal drugs Causing loss, damage or injury through serious negligence A serious breach of health and safety rules A serious breach of confidence If you are accused of an act of gross misconduct, you may be suspended from work on full pay, normally for no more than five working days, while the alleged offence is investigated. If, on completion of the investigation and the full disciplinary procedure, the organisation is satisfied that gross misconduct has occurred, the result will normally be summary dismissal without notice or payment in lieu of notice. Appeals An employee who wishes to appeal against a disciplinary decision must do so within five working days. The senior manager will hear all appeals and his/her decision is final. At the appeal any disciplinary penalty imposed will be reviewed. A copy of the publication and Grievances at Work, an ACAS Guide’ can be found ‘Discipline at Important notice This is an example of an employment policy designed for a small not-for-profit employer adhering to statutory minimum requirements and does not constitute legal advice. As with all policies it should be consistent with your terms and conditions of employment as well as your culture and aspirations. There is no one size fits all.
Harassment Bringing the organisation into serious disrepute Serious incapability at work brought on by alcohol or illegal drugs Causing loss, damage or injury through serious negligence A serious breach of health and safety rules A serious breach of confidence If you are accused of an act of gross misconduct, you may be suspended from work on full pay, normally for no more than five working days, while the alleged offence is investigated. If, on completion of the investigation and the full disciplinary procedure, the organisation is satisfied that gross misconduct has occurred, the result will normally be summary dismissal without notice or payment in lieu of notice. Appeals An employee who wishes to appeal against a disciplinary decision must do so within five working days. The senior manager will hear all appeals and his/her decision is final. At the appeal any disciplinary penalty imposed will be reviewed. A copy of the publication ‘Discipline and Grievances at Work, an ACAS Guide’ can be found at Important notice This is an example of an employment policy designed for a small not-for-profit employer adhering to statutory minimum requirements and does not constitute legal advice. As with all policies it should be consistent with your terms and conditions of employment as well as your culture and aspirations. There is no one size fits all.
ncvohrexamplepoliciesdisciplinaryacas.docx