Page 39 - Thomas Franks Handbook

9. GRIEVANCE & DISCIPLINARY
9.3 Capability
On occasion it may be necessary to address the issue of a colleague who is, or appears to be incapable of the satisfactory performance of their duties. In these circumstances guidance and training will be given. However, if the matter continues the procedure will follow the disciplinary process and may result in dismissal on capability grounds.
9.4. Counselling
Minor breaches of Company rules or failure to meet performance standards, may not initially justify the need to resort to a formal procedure. Your line manager should discuss your conduct or performance and agree future action and a timescale for improvement.
A permanent note will be kept of the meeting for reference purposes and you should be told that if there is no improvement within a specified period, the next stage will be the formal disciplinary procedure.
9.5 Formal Disciplinary Procedures
The aim of this procedure is not to punish but to encourage improved future conduct or performance and to give the necessary guidance and coaching to assist with achieving the company’s expectations, be that in terms of conduct or performance standards. The disciplinary procedure will not apply in full during the first six months of employment. During this period the disciplinary procedure will commence at Level 3. (See Levels of Formal Disciplinary Action)
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