Disciplinary Policy

One Degree North’s policy and procedure on discipline at work applies to all employees. It works alongside our other policies on employee conduct and aims to provide clear guidance so everyone is aware of what they can do and what the consequences could be of not following these guidelines. This policy also outlines what the process is if disciplinary action does need to be taken and what kinds of warnings or sanctions could be issued if our policies are broken or your conduct doesn’t meet the right standards.

Our aim is to encourage improvement in conduct. We may start the disciplinary procedure at any stage if your conduct makes this necessary. However, no disciplinary action will be taken until it has been determined that your conduct has, or was reasonable likely to have, broken our policies and or procedures.

During your first two years of service, we reserve the right to vary this Disciplinary Policy and decide as to whether we follow each of the steps outlined below. This will be on a case-by-case basis and depends on the unique circumstances relevant at the time.

Should this policy apply, then you will be given the opportunity to hear the case made against you and to put your side across. You are entitled to be accompanied by a work colleague of your choice or trade union official at the Disciplinary Hearing. If your chosen companion is unable to make a Hearing at the time specified, then you must provide us with a new date and time as soon as possible. The new date must fall within 5 working days of the date and time you were originally given.

For serious matters we will put in writing your alleged conduct, characteristics or other circumstances which are leading us to take disciplinary action against you. Capability matters will usually be dealt with under the Capability procedure and more information on this can be found in the Capability section of this handbook.

You also have the right to appeal against dismissal or other disciplinary action as set out below.