Staff Handbook
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2. Top Key Policies/Documents: Disciplinary Procedures
Disciplinary procedures are for cases of alleged misconduct. Separate procedures apply for:
- Performance issues (see Capability Procedures)
- Ill-health (see Sickness Absence)
- Staff on probation (see Probationary Scheme).
Disciplinary procedures are designed to deal promptly and fairly with issues of alleged misconduct. Managers first decide whether this is an appropriate response and also take into account general and disciplinary record. Managers work in consultation with HR Services and their Dean/Director of Service.
Staff undergoing disciplinary procedures are given the chance to justify their actions at every stage, and also have the right to appeal decisions. Detailed guidance is provided in advance of any meeting. This is followed up with a written record of the outcome of the meeting.
Examples of misconduct that could warrant disciplinary procedures include (but are not limited to): insubordination; dishonesty, theft or fraud; persistent poor time-keeping; unauthorised absence; breach of UEL regulations; destruction/waste of UEL property; rudeness, harassment or bullying; bringing UEL into disrepute.
There are four potential stages in disciplinary procedures. The first is an informal meeting giving the staff member an opportunity to justify the circumstances of the alleged misconduct. If their actions aren’t satisfactorily justified they may receive an informal warning, including steps they must take to improve conduct or performance and a realistic timeframe for doing this.
If the staff member’s performance/conduct does not improve their manager may then instigate formal meetings. There may be two or three formal meetings, each resulting in formal written warnings. For serious cases of misconduct line managers may move directly to a formal meeting. For cases of gross misconduct they may move for instant dismissal.
If an informal or formal warning is issued it normally lasts for one year. Once it has expired – and provided no further misconduct has occurred – it is removed from employment records.
