Page 22 - O'Shea Group EHB May 2019

3.1 DISCIPLINARY PROCEDURE
Our reputation is maintained by the high standards of work and general conduct of our employees.
The required standards and company rules and policies will be discussed with you at induction, during
your training and in the course of your work.

This document details the procedure, which would be followed in the event of it proving necessary to
take action of a disciplinary nature against an employee. The intention is that potential disciplinary
cases be dealt with at an early stage with a view to resolving problems as quickly and fairly as possible.
The Company wishes to emphasise and encourage improvements in individual conduct.

3.1.1 Procedure
The procedural steps set out below are a guide and will not be followed in full in every case. The point
at which the procedure is entered or the omission of any of the stages will depend entirely on the
seriousness of the offence from the Company's perspective. Thus, a series of minor offences or a
repetition of one such offence may involve the entire procedure whilst a more serious offence may
well call for a final warning or dismissal as the initial sanction.

It should be recognised that informal reprimands given by an employee's manager/supervisor are part
of their working relationship and are outside the scope of the disciplinary procedure.

Stage 1 Verbal Warning - (For Minor Offences). In the case of minor offences, the employee
will be given a formal verbal warning. This warning will be confirmed in writing. If the
employee makes satisfactory progress, the verbal warning will cease to be live after
six (6) months, that is, it will then be disregarded for future disciplinary purposes.

Stage 2 First Written Warning - If a second or subsequent minor offence occurs after the issue
of a formal verbal warning, or if a more serious offence occurs, the employee will be
given a first written warning. The written warning will be confirmed to the employee
in writing and a copy will be placed in the employee's personnel file for a period of 12
months, after which time it will be disregarded for disciplinary purposes, subject to
satisfactory conduct and performance.

Stage 3 Final Written Warning - If a second or subsequent offence occurs after the issue of a
first written warning, or if there is a first offence, which the Company considers
warrants it, a final written warning will be given to the employee. The final written
warning will be confirmed to the employee in writing and a copy will be placed in the
employee's personnel file for a period of 12 months, after which time it will be
disregarded for disciplinary purposes, subject to satisfactory conduct and
performance.
Stage 4 Dismissal - is regarded as the ultimate sanction and will only be used as a first sanction
in cases other than minor offences. Dismissal will be used in relation to minor offences
where the employee on a former occasion has been issued with a final written
warning in respect of previous complaint for the same type of, or different offence.
Demotion or redeployment may be considered as an alternative to dismissal in
appropriate cases.

Where a decision to dismiss has been taken the employee will be informed that they will receive a
formal written notice of this decision, together with a clear statement of the reasons for dismissal.

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