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We have indicated in the earlier part of this Handbook that all
organisations find it necessary to have a minimum number of rules and
procedures in order to protect the interests of both the employer and the
employee and also the interests of others who come into contact with our
organisation.
The rules that we have set out specify standards of performance and
behaviour and the procedures referred to in this section are intended to
promote consistency and fairness in the treatment of our employees. The
purpose of our rules and procedures is to emphasise and encourage
improvement in the conduct and performance of individual employees and not
necessarily to be construed as punitive action. Accordingly, every effort
is made to ensure that when action is taken against an employee under the
disciplinary procedure that action is fair and reasonable and that
employees are given every opportunity to present their case and that there
is a right of appeal against any disciplinary decision which the employee
considers to be either unfair or unjust.
The following rules and procedures that are set out are intended to
ensure:-
- that disciplinary action when taken is taken quickly, fairly and in a
uniform and consistent manner,
- that employees will only be subjected to disciplinary action once there
has been a full investigation of all of the facts and they have had an
opportunity to present their side of the case. Employees who are
disciplined will receive a clear explanation of both the decision reached
and any penalty imposed and of the right to appeal against the decision
and/or penalty.
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