Page 27 - O'Kelly Sutton Employee Handbook June 23 Revision 2 2020

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.

3.2.2 Stage 2
When the job-related problem is not satisfactorily resolved, at Manager/Supervisor level or when the
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