Page 24 - O'Kelly Sutton Employee Handbook June 23 Revision 2 2020

• 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 OKS

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

• The action complained of/alleged requires investigation and it is considered by the Company
that it is undesirable for the employee to remain on duty.

• During the period of suspension, the employee will not be entitled to access to any of the
Company's premises except with the prior consent of the Company and subject to such
conditions as the Company may impose.
For the avoidance of doubt, by the signing of your written contract of employment and/or the signing
of this Handbook, you hereby give your prior consent and authority in writing for any deduction from
your remuneration of whatever nature to be made pursuant to the terms of your employment
contract whether such term or terms be oral, written, express, or implied, pursuant to Section 5 of the
Payment of Wages Act, 1991, and in particular for a deduction consisting in whole or in part of a
deduction of wages or other remuneration by reason of your suspension without pay.

3.1.6 Appeals
The employee has the right to appeal against any disciplinary action taken against him/her. An
employee wishing to appeal should lodge a Notice of Appeal in writing within 5 working days after the
date of effective termination of their employment or receipt of written warning or disciplinary action,
stating whether or not they wish to be represented at the hearing and giving the name of their
representative and also naming any witnesses who they wish to call, and no disciplinary sanction shall
take effect until after the time for lodging an Appeal has expired, or until after the Appeal has been

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