Underwood Carpenter Employee Handbook - Latest 02 11 16

for them to be able to carry out their duties, every effort will be made to help them. However, if an
employee commits an act of misconduct or proves unable to meet the performance requirements
of their position, the following procedures will, as much as is reasonably practicable, apply for all
employees with more than 24 months’ service:
• Performance management procedure
• Disciplinary procedure for misconduct
In instances of poor performance or misconduct involving an employee with less than 24 months’
service, no formal warnings will be given prior to dismissal in line with the procedure which is
documented below.
Procedures for managing both long-term absence and persistent short-term absence are given in
the sickness absence section of this handbook.
Performance Management Procedure
There may be occasions when you fail to meet the standards of performance, which are expected
of you. In such instances it is in the interests of all concerned to resolve and deal with problems
effectively. This procedure is designed to promote good working relationships and assist and
encourage you to achieve and maintain good standards of work performance.
Step 1
When your Manager first becomes aware that your work performance is unsatisfactory they will
have an informal meeting with you.
At that meeting (and all performance management meetings), your Manager will ensure you
understand that you will be given:
• Every opportunity and assistance to correct the situation
• Clear information regarding where/how your performance is not satisfactory
• Clear information regarding how the Company expects you to improve
• Clear information regarding what support the Company will provide
• A clear understanding of when the next review of your performance will take place and
how frequent subsequent reviews might be
The contents of your discussion will be noted on file and you will be provided with written
confirmation of what has been discussed.
As it is an informal meeting you do not have the right to ask someone to accompany you and you
are encouraged to have an open discussion with your Manager so that all relevant issues can be
discussed. Your Manager will not be accompanied either.
If, over the given review period, your work performance continues to fall below the standards
required and you fail to achieve a fully acceptable level of performance, then your Manager will
initiate the next stage of this procedure which is formal.
Step 2
You will be asked in writing to attend a formal performance management meeting. You will be
told that the outcome of that meeting may result in a written warning for poor performance. If a
written warning is issued, this warning will be confirmed in writing clarifying the following:
• Where/how your performance is not satisfactory
• How the Company expects you to improve
• What support the Company will provide
You will also be advised of the potential consequences of a failure to improve your performance.
Employee Handbook Issue Date: November 2016
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