dismissal. A copy of the final written warning will be kept on the employee's personal file, but it will be considered spent after two years from the date of issue, subject to satisfactory conduct/behaviour. 4.4 4 - Dismissal If conduct is unsatisfactory and the employee still fails to reach the prescribed standards, dismissal will normally result. Similarly, in the case of gross misconduct, action will be taken under the Dismissal Procedure, which is contained in the staff handbook. 4.5 Other sanctions In particular cases consideration may be given to other sanctions as an outcome of a disciplinary hearing (see 3.2 above). These may include considering not paying an incremental salary increase (which might otherwise have been due) during the current year as an outcome of a disciplinary hearing as described in 2.1 above or other appropriate sanction short of dismissal. 5 Gross Misconduct The University may dismiss with immediate effect and without prior notice any member of staff of the University, other than the holder of a senior post, in the case of gross misconduct, as outlined in the Dismissal Procedure contained in the staff handbook. The following list provides examples which are normally regarded as gross misconduct (this is not intended to be exhaustive): serious breach of contract theft, fraud, deliberate falsification of records; fighting, assault on another person, deliberate damage to University property; serious incapability through alcohol or being under the influence of illegal drugs (subject to the provisions of the University’s Drugs & Alcohol Policy); serious negligence causes, or has the potential to cause, unacceptable loss, damage or injury; wilful refusal to comply with reasonable instructions; serious act of harassment; any form of discrimination which is unlawful and/or conflicts with the University’s policies and procedures bringing the University into disrepute; possession of illegal drugs on University premises; breach of confidentiality (excepting breaches of confidentiality protected under the Public Interest Disclosure Act 1998); serious breach of security or financial procedures; unauthorised access to computer systems or records; obtaining/disseminating/storing/displaying material within the workplace, which is deemed to be obscene, pornographic, excessively violent or illegal (unless agreed in the furtherance of academic pursuit and the specific activity having received prior approval from the Ethics Committee)
dismissal. A copy of the final written warning will be kept on the employee's personal file, but it will be considered spent after two years from the date of issue, subject to satisfactory conduct/behaviour. 4.4 4 - Dismissal If conduct is unsatisfactory and the employee still fails to reach the prescribed standards, dismissal will normally result. Similarly, in the case of gross misconduct, action will be taken under the Dismissal Procedure, which is contained in the staff handbook. 4.5 Other sanctions In particular cases consideration may be given to other sanctions as an outcome of a disciplinary hearing (see 3.2 above). These may include considering not paying an incremental salary increase (which might otherwise have been due) during the current year as an outcome of a disciplinary hearing as described in 2.1 above or other appropriate sanction short of dismissal. 5 Gross Misconduct The University may dismiss with immediate effect and without prior notice any member of staff of the University, other than the holder of a senior post, in the case of gross misconduct, as outlined in the Dismissal Procedure contained in the staff handbook. The following list provides examples which are normally regarded as gross misconduct (this is not intended to be exhaustive): serious breach of contract theft, fraud, deliberate falsification of records; fighting, assault on another person, deliberate damage to University property; serious incapability through alcohol or being under the influence of illegal drugs (subject to the provisions of the University’s Drugs & Alcohol Policy); serious negligence causes, or has the potential to cause, unacceptable loss, damage or injury; wilful refusal to comply with reasonable instructions; serious act of harassment; any form of discrimination which is unlawful and/or conflicts with the University’s policies and procedures bringing the University into disrepute; possession of illegal drugs on University premises; breach of confidentiality (excepting breaches of confidentiality protected under the Public Interest Disclosure Act 1998); serious breach of security or financial procedures; unauthorised access to computer systems or records; obtaining/disseminating/storing/displaying material within the workplace, which is deemed to be obscene, pornographic, excessively violent or illegal (unless agreed in the furtherance of academic pursuit and the specific activity having received prior approval from the Ethics Committee)
Disciplinary%20Procedure.docx