Page 26 - Visage Hair Employee Handbook.REV.1

• Sleeping during working hours.

• Harassment of other employees or of others, whether the harassment is sexual, racial or of
any other kind.

• Discrimination against other employees, applicants for employment or others which is on
grounds of gender, race, colour, ethnic origin, membership of the Travelling community,
marital status, family status, disability, religion, sexual orientation, age, nationality, part-time
or fixed term status or any other serious breach or non-observance of the Company's Equality
Policy.

• Obtaining unauthorised access to, making unauthorised use of or making unauthorised
amendments to information stored on computers, computer software or computer hardware.

• Sexist or racist conduct or behaviour of any kind.

• Failure to comply with the provisions of the Company's electronics communications policy-

− wilfully and knowingly introducing a virus on to the Company's computer system;
− using an unauthorised software on the Company's computer equipment;

− sending email of a malicious, fictitious, defamatory or pornographic nature or
downloading material of a malicious, fictitious, defamatory or pornographic nature onto
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.

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