Normally there is no appeal against a first warning, but an employee has the right of appeal to the Head of Human Resource against a second warning, or against a recommendation to terminate his services. SUSPENSION FROM DUTY An employee against whom is pending a disciplinary procedure likely to lead to dismissal or who has been arrested and is being held in detention by the police on a criminal charge may be suspended from duty for a specified period to enable him clear his name. Suspension will normally be on full pay, suspension on no pay being confined to cases where the employee is in custody, or subject to an official charge involving loss of revenue or fraud against the company. Different consideration will apply where an employee is being tried as an agent of the Company in respect of an offence allegedly committed by the Company. In all cases where an employee is convicted of a felony, he shall be suspended from duty without pay, (if not already so suspended) from the date of conviction. In all cases of suspension, full fact shall be reported immediately to the Head, Human Resources. When an employee is acquitted on a criminal charge he shall be allowed to resume duty, unless the company lodges another complaint against him on the same matter of sufficient gravity to warrant continuance of suspension. When an employee who has been suspended in connection with either a company allegation or criminal charge preferred by the State is exonerated or discharged and acquitted, his full pay shall be restored. A period of suspension from duty is not leave earning. APPEALS If you feel that you have not been fairly treated in relation to any aspect of your employment in the company, you are entitled to appeal to the Head of Human Resources. This should be done in writing through your Department Manager The appeal will be given the consideration, which it merits and due notice taken of fresh facts on aspects, which were not previously evident. ABSENCE Absence from work without permission is a breach of contract, which will be dealt with in accordance with the company’s disciplinary procedure. If, therefore, exceptional circumstances make it essential for you to ask for leave of absence, you should make formal application to the head of your department whose responsibility it is to decide whether to authorize your absence and if so on what conditions.
Normally there is no appeal against a first warning, but an employee has the right of appeal to the Head of Human Resource against a second warning, or against a recommendation to terminate his services. SUSPENSION FROM DUTY An employee against whom is pending a disciplinary procedure likely to lead to dismissal or who has been arrested and is being held in detention by the police on a criminal charge may be suspended from duty for a specified period to enable him clear his name. Suspension will normally be on full pay, suspension on no pay being confined to cases where the employee is in custody, or subject to an official charge involving loss of revenue or fraud against the company. Different consideration will apply where an employee is being tried as an agent of the Company in respect of an offence allegedly committed by the Company. In all cases where an employee is convicted of a felony, he shall be suspended from duty without pay, (if not already so suspended) from the date of conviction. In all cases of suspension, full fact shall be reported immediately to the Head, Human Resources. When an employee is acquitted on a criminal charge he shall be allowed to resume duty, unless the company lodges another complaint against him on the same matter of sufficient gravity to warrant continuance of suspension. When an employee who has been suspended in connection with either a company allegation or criminal charge preferred by the State is exonerated or discharged and acquitted, his full pay shall be restored. A period of suspension from duty is not leave earning. APPEALS If you feel that you have not been fairly treated in relation to any aspect of your employment in the company, you are entitled to appeal to the Head of Human Resources. This should be done in writing through your Department Manager The appeal will be given the consideration, which it merits and due notice taken of fresh facts on aspects, which were not previously evident. ABSENCE Absence from work without permission is a breach of contract, which will be dealt with in accordance with the company’s disciplinary procedure. If, therefore, exceptional circumstances make it essential for you to ask for leave of absence, you should make formal application to the head of your department whose responsibility it is to decide whether to authorize your absence and if so on what conditions.
UACN-NON-MANAGEMENT-HANDBOOK.docx