Page 48 - Comerford EHB Pdf

F) STEPS IN THE FORMAL DISCIPLINARY PROCEDURE

This procedure will be used in cases of breaches of the rules or poor performance that have
not been remedied by informal counselling. Normally the procedure will follow the steps
listed below, although it is acceptable to move directly to Steps 2, 3 or 4 if a case appears
sufficiently serious.

The first formal step of the disciplinary procedure will be conducted by the employee’s
immediate manager. For all other stages, there will be the presence of the immediate
manager in conjunction with another member of the management team. Employees are
advised and have the option to have a colleague or representative of their choice present at
all stages.

At each step in the procedure a disciplinary meeting will be held where all the facts will be
considered and any mitigating circumstances discussed. Where a warning is issued a copy
will be placed on the employee’s personnel file for the specified period. All warnings issued
under this procedure will state clearly that the employee will be liable for further disciplinary
action should their performance not improve or should there be a further breach of company
rules. In the event of no further misdemeanours occurring and the performance improving,
the warning will be removed and the employee’s file will be clear. The employee will also be
advised of their right to appeal against the decision to take disciplinary action.

The steps in the disciplinary procedure are as follows:

Stage 1: Verbal Warning
Stage 2: First Written Warning
Stage 3: Final Written Warning
Stage 4: Action short of Dismissal
Stage 5: Dismissal

Stage 1 – Formal Verbal Warning

In the event of a minor or a first offence of unsatisfactory performance or misconduct, you
may be given a formal verbal warning by your manager and will be asked to improve your
behaviour and/or performance within an agreed time limit. You will be given a date when the
matter will be reviewed and advised what action will be taken if improvement is not made.
The warning will be recorded on your personnel record and will remain active for six months.
You will be given a copy of this warning.

If the performance or conduct improves to a satisfactory level over this period, the verbal
warning will be removed from your file and will not be considered in any future disciplinary
procedures. If the necessary improvements do no occur, the next stage of the disciplinary
procedure will be invoked. This can happen at any stage during the warning period.

You will be advised of the reason for the warning and of the right of appeal against the
warning.

Stage 2 – First Written Warning

This is issued where there is insufficient improvement resulting from the Verbal Warning and
Counselling Meeting, or the employee commits another offence of unsatisfactory
performance or misconduct, either of the same kind as the previous offence, or of a different
kind.

During this meeting, an action plan for improvement will be outlined, and a date for review
will be set The warning will be recorded on your personnel record and will remain active for
nine months. You will be given a copy of this warning.

48