Page 34 - My Clinic Employee Handbook Draft V.1

3.1.3 Role of Representative
At all formal disciplinary meetings, including appeals, the employee may choose to be accompanied by another
employee of the Company.
The representative may;

a) Put the employee's case
b) Sum up the employee's case
c) Respond on the employee's behalf to any view expressed at the hearing

d) Confer with the employee but may not answer questions on the employee's behalf.

3.1.4 Offences involving Gross Misconduct
The Company may summarily dismiss any employee who is guilty of gross misconduct. Before any disciplinary
action is taken the employee shall be interviewed and informed of the allegations against them. The employee
is to be given ample opportunity to state their case. They shall be told that a Representative can accompany
them. When a decision in respect of the matter has been made the employee will be informed and where this
decision is to dismiss the employee will be informed that he/she will receive formal written notice of this
decision. The following list includes (but is not confined to) examples of the circumstances, which will be
regarded as ‘Gross Misconduct’. Please note that this list is not exhaustive.
• Failure or refusal to carry out duties as set out in your terms and conditions of employment, or failure
to carry out a reasonable management instruction
• Persistent poor time-keeping or absence from work
• A serious breach of the Company Privacy and Data Protection Policy
• Misuse or misappropriation of the firm’s property or equipment
• A serious breach of fuel card usage policy
• Action or behaviour likely to bring the company into disrepute
• Fraud or dishonesty
• Disclosure of confidential information or documents unless expressly authorised to do so
• Violence, threatening or grossly offensive behaviour towards another employee, a client or member of
the public
• Extreme or persistent negligence in duties as laid down in your terms and conditions of employment
• An act that endangers the safety of others
• Abuse of alcohol or drugs during the course of work
• Conviction of an offence which is inconsistent with your position or renders you unacceptable to other
members of staff
• Falsification of timesheets or expense claims
• Acceptance of financial or other rewards from any third party without disclosure to or approval from
the company
• Serious breach of your terms and conditions of employment
• Abuse, misappropriation or falsification of procedure allowing employees to purchase materials
through the company
• Undertaking private work (a nixer) with a client or customer of MY CLINIC

3.1.5 Suspension
At each stage the Company reserves the right to suspend the employee without pay for a period not exceeding
three days and for a longer period with pay should further suspension be necessary in circumstances where:
• The action complained of requires the immediate removal of the employee from their place of work
pending a decision concerning any disciplinary action to be taken and/or

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