Page 42 - Thomas Franks Handbook

9. GRIEVANCE & DISCIPLINARY
iii . Attending a Disciplinary Interview
If you are asked to attend a Disciplinary Interview you will be advised of the company’s concerns, or of the conduct in question and be given a reasonable period of notice in order to prepare yourself and consider your case. This will normally be a minimum of 24 hours. At every stage of this process, you will also have the opportunity to be accompanied by a fellow Thomas Franks colleague of your choice or a recognized Trade Union representative or Official. They may offer you assistance and support in the meeting but it is your responsibility to present your case, explain your actions and participate fully in the investigation process.
If your chosen witness is unable to accompany you on the specified date, please speak to your line manager in the first instance to agree an alternative date. At every stage of the process you will be given the opportunity to explain your actions and be aware of the detail of the investigations. The matter will be treated as fairly as possible and no decisions will be reached until the meeting has been concluded and sufficient time allowed to fully consider all the evidence and explanations available.
You will be advised of the company’s decision and the action to be taken as soon as possible. If disciplinary action is to be taken, it will follow the procedures stated below.
iv. Levels of Formal Disciplinary Action Level 1 Recorded Verbal Warning
If a persons conduct or performance does not meet acceptable standards, they will normally be given a RECORDED VERBAL WARNING. He/she will be advised in writing of the reason for the warning, the consequence of a repetition or lack of improvement of the misconduct and the right of appeal. They should also be informed that this warning will remain active for SIX MONTHS.
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