to download a copy of the staff handbook. - Downing College

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SECTION 2.11 Disciplinary policy: procedure & rules continued... TERMS & CONDITIONS SERIOUS MISCONDUCT Where one of the unsatisfactory conduct or misconduct rules has been broken and if, upon investigation, it is shown to be due to your extreme carelessness or has a serious or substantial effect upon the reputation or affairs of the College, you may be issued with a final written warning in the first instance. You may receive a final written warning as the first course of action if in an alleged gross misconduct disciplinary matter, upon investigation, it is shown to have some level of mitigation and is treated as an offence just short of dismissal. GROSS MISCONDUCT • You will be liable to summary dismissal if you are found to have acted in any of the following ways (these are examples only and not an exhaustive list):- • Grossly indecent or immoral behaviour, deliberate acts of unlawful discrimination or serious acts of harassment. • Dangerous behaviour, fighting or physical assault. • Incapacity at work or poor performance caused by intoxicants or drugs. • Possession, supply or use of illicit drugs. • Serious infringement of the College’s policy on the use of the internet. Disciplinary procedure Serious misconduct Gross misconduct • Deliberate falsification of any records (including time sheets, absence records etc., in respect of yourself or any fellow employee). • Undertaking private work on the premises and/or in working hours without express permission. • Working in competition with the College. 44 S TAFF HANDBOOK • Taking part in activities which result in adverse publicity to the College, or which cause the College to lose faith in your integrity.
Disciplinary policy: procedure & rules continued... • Theft or unauthorised possession of money or property, whether belonging to the College, another employee or a third party. SECTION 2.11 TERMS & CONDITIONS • Destruction/sabotage of the College’s property, or any property on the premises. • Serious breaches of the hygiene and health and safety rules, which endanger the lives of employees, or of any other person. • Gross insubordination and/or continuing refusal to carry out legitimate instructions. • Abuse of the harassment policy by making vexatious or malicious allegations. • Abuse of the Public Interest Disclosure policy by making vexatious or malicious allegations. If an employee is accused of serious or gross misconduct, he or she may be suspended from work on full pay (which will not normally be for more than five working days), while we investigate the alleged offence. During any period of suspension, the employee may be refused access to College premises without our prior consent, and subject to such conditions that we may impose. If on completion of our investigations, we are satisfied that gross misconduct has occurred, the result will normally be summary dismissal without notice or without payment in lieu of notice. The employee will be advised of his or her right of appeal. Disciplinary Procedure Gross misconduct STAFF HANDBOOK 45
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 42 and 43: SECTION 2.11 Disciplinary policy: p
Page 44 and 45: SECTION 2.11 TERMS & CONDITIONS Dis
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:
SECTION 3.14 Data protection contin
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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