Page 37 - My Clinic Employee Handbook Draft V.1

• Failure to comply with the provisions of the Company's electronics communications policy-

− wilfully and knowingly introducing a virus on to the Company's computer system;
− using an unauthorised software on the Company's computer equipment;

− sending email of a malicious, fictitious, defamatory or pornographic nature or downloading
material of a malicious, fictitious, defamatory or pornographic nature onto the Company's
computers;

− In this regard employees should note that persons reporting suspected child abuse in good faith
will not be penalised in any way and are afforded the protections contained in the Protection for
Persons Reporting Child Abuse Act, 1998.

3.1.9 Minor Offences
The following are examples, which may be regarded as action warranting disciplinary action amounting to less
than summary dismissal, and for which dismissal may be appropriate if corrective action is not taken after the
issue of a verbal and/or written warning:
• Unauthorised absence
• Poor standard of work; or inadequate attention to work; demonstrably poor levels of productivity
• Poor timekeeping or attendance: every employee is required to give constant and regular attendance
within the terms of their contract of employment.
• Provocative, abusive or truculent behaviour.
• Failure to abide by the general environmental rules and procedures.
• Failure to immediately report any damage to property or premises caused by you.
• Failure to report an incident whilst driving Company vehicles, whether or not personal injury or vehicle
damage occurs.
• Using the Company's computer system for unauthorised personal use.

3.2 GRIEVANCE PROCEDURE
The purpose of the grievance procedure is to enable any employee who feels they have a grievance or concern
about any matter concerning their employment to be able to raise that matter with management in an
endeavour to resolve the issue.
The Company takes pride in its "Open Door' policy and actively encourages employees to talk to a MANAGER
and discuss issues that affect them and their working environment. The grievance procedure, set out below,
exists to enable any complaint or problem which is work related and which you are unable to resolve informally
- to be handled in a fair and consistent manner. It is important that such issues are dealt with as quickly as
possible. In all issues, the aim of the procedure is to settle a grievance as near as possible to the point of origin.
In this respect, the Company's policy is to encourage free communication between employees and their
managers/supervisors to ensure that questions and problems arising during the course of employment can be
aired, and where possible, resolved quickly, to the satisfaction of all concerned. To this end, the following
procedure should be followed where an employee has a grievance arising from their employment.

3.2.1 Stage 1
The initial complaint must be made on a one-to-one basis with the employee's manager/supervisor. Where an
employee feels that they are unable to state the problem or their case properly, they may ask a representative
to accompany them. A manager/supervisor will have a discussion with the employee and will attempt to resolve
the issue. A summary of the employee's complaint and solutions proposed following the interview will be
prepared, a copy of which will be given to you. If the matter has been satisfactorily resolved, the summary of
discussions will be placed on the employee's personnel file for possible future reference.

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