Page 20 - O'Kelly Sutton Employee Handbook June 23 Revision 2 2020

may be given to continued employment being offered to you and/or fresh employment offered after
retirement. Such offers will be totally at the discretion of a MANAGER.

2.16 INTRODUCTION OF NEW WORKING PRACTICES
Our business is a highly competitive one and one where we are constantly striving to find new and
better ways of working. Change, whether initiated by market demands or by the introduction of new
technologies, will be an integral part of your employment with the Company. Your co-operation in the
change process is vital to our success. In turn, and where possible, we will make every effort to discuss
any material changes with you in advance and to minimise the degree of disruption.

2.17 PERMIT TO WORK (non-EU nationals)
It is a condition precedent of this offer of employment that the Company receives satisfactory
evidence of your permission to work in Ireland. For example, you may need to provide some or all of
the following documents:

• Current Passport
• Garda National Immigration Bureau (GNIB) Registration Card
• Original employment permit
If you are likely to have difficulty in producing the documents as specified above, please let the
Company know as soon as possible.

2.18 CAPABILITY AND COMPETENCE
2.18.1 Introduction
We recognise that during your employment with us your capability or competence to carry out your
duties may deteriorate. This can be for a number of reasons, the most common ones being that either
the job changes over a period of time and you fail to keep pace with the changes, or you change (most
commonly because of health reasons) and you can no longer cope with the work.
2.18.2 Job Changes
1. If the nature of your job changes, we will make every effort to ensure that you
understand the level of performance expected of you and that you receive adequate training
and supervision. If we have concerns regarding your capability these will be discussed in an
informal manner and you will be given time to improve.
2. If your standard of performance is still not adequate you will be invited to a formal
meeting and may be issued with a verbal warning. Failure to improve and to maintain the
performance required could lead to further warning in writing.
3. If your standard of performance is still not adequate you will be invited to a
subsequent formal meeting and the outcome could be a warning in writing that a failure to
improve and to maintain the performance required could lead to a further final warning. We will
also consider the possibility of a transfer to more suitable work if possible.
4. If there is still no improvement after a reasonable time, you will be issued with a final
warning that you will be dismissed unless the required standard of performance is achieved and
maintained if we cannot transfer you to more suitable work.
5. If such improvement is not forthcoming after an agreed period of time, you will be
dismissed.
6. Every effort will be made in between meetings to set out achievable targets and
objectives and you will be fully aware of the level of performance expected of you.
7. We reserve the right to consider an employee’s length of service and to vary the
procedures accordingly. If you have a short amount of service, you may not be in receipt of any
formal warnings before dismissal. However, you will retain the right to a formal disciplinary

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