Page 17 - Microsoft Word - REVIEWED ABBA GLOBAL HANDBOOK FOR STAFF

The SIS recognizes that there are certain types of employee problems that are serious
enough to justify either a suspension, or, in extreme situations, termination of
employment, without going through the usual progressive discipline steps
While it is impossible to list every type of behavior that may be deemed a serious offence,
the staff code of conduct includes examples of problems that may result in immediate
suspension or termination of employment. However, the problems listed are not all
necessarily serious offences, but may be examples of unsatisfactory conduct that will
trigger progressive discipline.
By using progressive discipline, we hope that most employee problems can be corrected at
an early stage, benefiting both the employee and the school.
n cases of serious act of professional misconduct or allegations of an offence, such may be
investigated by a disciplinary committee who will make a recommendation to management.
Management shall decide on the mode of sanctions
Although a written warning is generally issued to an employee after a verbal warning had
been given, in some cases, circumstances surrounding the offence will justify giving the
employee a written warning without prior verbal warning.
A formal/written warning is issued by the direct line manager or HoD to an employee for
an offence or any form of misconduct if after being given a verbal warning the staff
member does not still meet up with the standard expected of him/her.

A copy of this warning is then kept in the employee’s personal file.
Two written warnings may lead to being placed on disciplinary probation, suspension
without pay, or, otherwise termination of appointment depending on the gravity of
offence committed.

An employee who commits an offence or an act of misconduct or violates any of the school
policies may be subject to a disciplinary action which will be in the following form:
 1st step –Verbal warning
 2nd step – Query
 3rd step – Warning letter
The next stage will depend on the situation and may include (but not limited to) either of
the following:
 Disciplinary probation
 Suspension
 Termination of appointment
 Dismissal (depending on the seriousness of the offence committed)
 An act of gross misconduct may lead to immediate termination of
appointment/dismissal without following the above process.

6.2 DISCIPLINARY PROBATION
This is a period imposed by the management upon a staff member who does not respond
to verbal or written warning. The terms of the probation includes the expectation from the
staff at this period and the consequences of the failure to attain the expected standard.
During this period, the performance/professional attitude of the staff member is
monitored closely and any staff member whose performance/attitude does not improve