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They expects all employees, irrespective of length of service to adhere to its core values, standards and competencies; to treat others with respect and courtesy and to carry out their job and responsibilities effectively. Managers are responsible for ensuring their team achieve and maintain agreed standards of performance and behaviour.
The disciplinary procedure is a formal process which deals with issues relating to unsatisfactory conduct and which aims to help and encourage employees to improve.
The disciplinary procedure supports the Code of Practice and natural justice and aims to provide a clear and fair process for resolving issues relating to conduct.
Performance and incapacity due to sickness are dealt with under separate policies, the Performance Capability Policy and Sickness Absence Policy. Issues relating to bullying and harassment, whistleblowing or other complaints/grievances will be dealt with through the relevant policy unless the case becomes a disciplinary matter and the Disciplinary Procedure will apply.
There are separate arrangements for dealing with issues relating to the conduct of Executive Directors, the Commission Operating Officer and the Ombudsman.
Minor issues of misconduct will normally be dealt with informally by your manager and resolved through discussion and cooperation. However, if the issue is not resolved satisfactorily or is considered serious, the Disciplinary Procedure will apply.
If disciplinary action is taken, this will be confirmed in writing together with the reasons for this and the improvement required in relation to conduct. They will endeavour to resolve disciplinary issues as quickly as practically possible.The procedure applies to all employees who have been confirmed in post following the successful completion of their probationary period.
