Page 22 - Visage Hair Employee Handbook.REV.1

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.
3.1.2 Procedure appropriate at each stage
At each stage the complaint against the employee shall be notified to the employee and they shall be
interviewed and given the opportunity to state their case accompanied by a representative,

Where relevant, and in circumstances where a sanction is applied short of Dismissal, the employee
shall be informed of:

• Their alleged shortcoming/misdemeanour
• What, in the view of the Company, needs to be done by way of improvement

• The period of time during which such improvement is to be shown.

• The consequences of there being no improvement

If any assistance or training is to be provided this will be detailed in writing after any stage within the
procedure. If a verbal warning is given, then written record of this warning will be made in the
employee's file.

As each warning is given the Company and the employee shall agree (or in default of agreement
between the Company and employee, the Company shall specify), the period of time to be allowed
for improvement not only to be achieved but also to be sustained.

3.1.3 Role of Representative
At all formal disciplinary meetings, including appeals, the employee may choose to be accompanied
by another employee of the Company.
The representative may;

a) Put the employee's case

b) Sum up the employee's case

c) Respond on the employee's behalf to any view expressed at the hearing

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ORC/DOC.REV.1