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SECTION 2.11 Disciplinary policy: procedure & rules TERMS & CONDITIONS This procedure is contractual and is designed to help and encourage all staff to achieve and maintain high standards of performance, attendance, and conduct. It aims to ensure the consistent and fair treatment of all staff. It provides for action to be taken for failure to meet our standards of job performance, attendance, and conduct (whether during working hours or not), including breach of any of the terms and conditions of employment or failure to abide by any of our policies, procedures, or rules. Our intention is to deal with potential disciplinary cases at an early stage with a view to resolving problems as quickly and fairly as possible. In all cases warnings will be issued for misconduct, irrespective of the precise matters concerned, and any further breach of the procedure in relation to similar or entirely independent matters of misconduct will be treated as further disciplinary matters and allow the continuation of the disciplinary process through to dismissal if the warnings are not heeded. The point at which the procedure is entered will be determined entirely by the seriousness of the offence or problem in question. Where it is necessary to take disciplinary action against an employee, account will be taken of his or her previous record and any circumstances which may be relevant. Disciplinary procedure No employee will be dismissed for a first breach of discipline except in the case of gross misconduct, when the penalty will normally be dismissal without notice and without payment in lieu of notice. Recurrent breaches of the disciplinary rules will lead to progressively more severe action being taken. 40 S TAFF HANDBOOK
Disciplinary policy: procedure & rules continued... At each stage of the procedure: SECTION 2.11 TERMS & CONDITIONS • a thorough investigation will be conducted; • where it is necessary to take disciplinary action against an employee, the employee will be advised in writing of the nature of the complaint against him or her and will be given the opportunity to state his or her case; • the employee will have the right to be accompanied to the disciplinary hearing by a fellow employee or employee representative; The outcome of any disciplinary proceedings and the steps to be taken to lodge an appeal against the decision will be confirmed to the employee in writing and a record of the disciplinary proceedings and decision will be placed on his or her personnel file. A copy of the notes from the disciplinary proceedings will be supplied to the employee if requested. An employee will have the right to appeal against any disciplinary action which is taken against him or her. We expect that any minor problems will be dealt with informally by a Supervising College Officer or Head of Department, but where the matter is more serious, the following procedure will be followed: Stage 1 – Oral Warning If an employee’s conduct or performance does not meet acceptable standards, the employee will normally be given a formal oral warning by his or her Supervising College Officer or Head of Department. He or she will be advised of the reason for the warning, that this is the first stage of the disciplinary procedure, and of his or her right of appeal. A brief note of this oral warning will be retained on the personnel file, but will be disregarded for disciplinary purposes after six months, provided that we are satisfied with an employee’s ongoing conduct and performance. Disciplinary procedure stages STAFF HANDBOOK 41
Page 1: STAFF HANDBOOK DOWNING COLLEGE CAMB
Page 4 and 5: WELCOME Welcome from Professor Barr
Page 6 and 7: Contents 3 SECTION 49 PAGE POLICIES
Page 8 and 9: SECTION 1 ABOUT OUR COLLEGE 1.1 Dow
Page 10 and 11: V I I VI V I XI I VI SECTION 1.2 AB
Page 12 and 13: SECTION 1.3 ABOUT OUR COLLEGE Car p
Page 14 and 15: SECTION 1.3 ABOUT OUR COLLEGE v. Fa
Page 16 and 17: SECTION 1.3 ABOUT OUR COLLEGE Facil
Page 18 and 19: SECTION 1.4 Our staff and Fellows S
Page 20 and 21: SECTION 1.4 The Governing Body and
Page 22 and 23: SECTION 2 TERMS AND CONDITIONS 2.1
Page 24 and 25: SECTION 2.2 Holidays Holidays i. Ou
Page 26 and 27: SECTION 2.3 Sickness TERMS & CONDIT
Page 28 and 29: SECTION 2.3 Sickness continued... T
Page 30 and 31: SECTION 2.4 Termination of employme
Page 32 and 33: SECTION 2.5 Pensions TERMS & CONDIT
Page 34 and 35: SECTION 2.7 Business expenses TERMS
Page 36 and 37: SECTION 2.8 Hours of work & flexiti
Page 38 and 39: SECTION 2.9 Night workers TERMS & C
Page 40 and 41: SECTION 2.10 Grievance procedure co
Page 44 and 45: SECTION 2.11 TERMS & CONDITIONS Dis
Page 46 and 47: SECTION 2.11 Disciplinary policy: p
Page 48 and 49: SECTION 2.11 TERMS & CONDITIONS Dis
Page 50 and 51: SECTION 2.12 TERMS & CONDITIONS Cap
Page 52 and 53: SECTION 3 POLICIES & PROCEDURES Pol
Page 54 and 55: SECTION 3.2 Conduct POLICIES & PROC
Page 56 and 57: SECTION 3.3 POLICIES & PROCEDURES H
Page 62 and 63: SECTION 3.4 Smoking POLICIES & PROC
Page 64 and 65: SECTION 3.5 Well-being at work cont
Page 74 and 75: SECTION 3.6 POLICIES & PROCEDURES T
Page 76 and 77: SECTION 3.7 POLICIES & PROCEDURES M
Page 78 and 79: SECTION 3.7 POLICIES & PROCEDURES M
Page 80 and 81: SECTION 3.7 POLICIES & PROCEDURES 4
Page 82 and 83: SECTION 3.8 Flexible working POLICI
Page 84 and 85: SECTION 3.8 Flexible working contin
Page 86 and 87: SECTION 3.9 POLICIES & PROCEDURES P
Page 88 and 89: SECTION 3.10 POLICIES & PROCEDURES
Page 90 and 91: SECTION 3.12 Performance and promot
Page 92 and 93:
SECTION 3.14 Data protection POLICI
Page 94 and 95:
SECTION 3.14 Data protection contin
Page 96 and 97:
Page 98 and 99:
Page 100 and 101:
Page 102 and 103:
Page 104 and 105:
Page 106 and 107:
SECTION 3.15 Computer facilities, e
Page 108 and 109:
SECTION 3.15 POLICIES & PROCEDURES
Page 110 and 111:
SECTION 3.16 Telephones and mobile
Page 112 and 113:
SECTION 3.17 Use of vehicles contin
Page 114 and 115:
SECTION 3.19 Retirement procedure P
Page 116 and 117:
SECTION 3.20 Redundancy policy POLI
Page 118 and 119:
SECTION 3.21 Public interest disclo
Page 120 and 121:
SECTION 3.21 POLICIES & PROCEDURES
Page 122:
NOTES 120 S TAFF HANDBOOK
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