Our procedure was developed to ensure that the rules, policies, and procedures of this company are adhered to. It also aims to assist employees whose performance, attitude, or conduct falls below the expected standards of the company, Roofers Cork City.
Issues will always be explored before disciplinary action or termination is taken. Natural justice and fair procedures will always be supported as broad principles.
You may be subject to reassignment to another business unit or work area and/or suspension with pay pending the outcome of the disciplinary process. The discipline procedure applies only to those employees who have completed their probation.
The procedure described below may be shortened or otherwise modified in specific cases at the discretion of the company or as circumstances require.
You may be accompanied by a work colleague in any company when called into a disciplinary meeting.
Verbal Warning
You will be required to attend a meeting with your manager or any other member of management in cases of minor offenses. You will receive a verbal warning, however, if the manager feels that your performance or behavior in certain aspects is below expectations. This warning will describe what adjustments must be made, and if the adjustments are not made within [3] months, the procedure will continue to the next step.
This warning will last for a period of [12] months. After this period, if your behavior/performance is still acceptable, this warning will be dropped and will not be considered for any future disciplinary actions.
The next stage of this process will be invoked if, within the next three months, there are any further allegations regarding behavior or performance, or if behavior/performance does not improve following the formal verbal warning.
First Written Warning
If, after the given period of time, performance has not improved, you will be required to attend a meeting with a senior manager or other member of management. At the meeting, you will again be informed of the allegation in terms of the performance or conduct falling below the expected standards. A final written warning will be issued where it is felt that further action is required.
The warning will identify what needs to be changed, and failure to do so may lead to termination at the next step in the process.
The following sanctions may be imposed in place of, or in addition to, a final written warning: a period of suspension with or without pay.
A final written warning may be offered in more serious situations where neither a verbal nor written warning has been previously given.
Dismissal
serious misconduct.If, after the first three stages have been completed, your behavior or performance is still unacceptable to the Company, the dismissal stage generally applies. In some cases, this level may also apply to incidents of Serious Misconduct.
You will be invited to a meeting with a director or senior manager. You may invite another employee to this meeting if you wish. Any action will not be carried out until after a full investigation has taken place and you have had the opportunity to respond to the allegations. You will be dismissed where it is considered necessary to take action.
Appeal
You are entitled to appeal against any warning. An appeal must be submitted in writing to the decision-maker and addressed to them. Your grounds of appeal should be outlined in the appeal. Wherever possible, an individual with the requisite degree of seniority who has not previously been engaged on the matter under consideration will consider the appeal. Any appeal must be lodged with the company within five days of the date of notification of the decision.
The outcome of the appeal hearing will be communicated to you in writing and will either uphold the recommended disciplinary action, modify it to what is considered appropriate, or set aside the same, thus negating the imposition of the disciplinary action.
There is no more room for an appeal after the decision has been made.
all,If you are appealing a decision to fire you, the actual dismissal will still occur, a P45 will still be issued and all salary and benefits will stop. However, if the outcome of the appeal overturns the decision to dismiss, you will be treated as if you had not been dismissed at all and your benefits and back pay will be reinstated.
There are actions, however, that may affect the company’s ability to operate effectively, or that may put an employee or employees in danger, or endanger the reputation of our company. Such infractions may lead to the termination of a staff member, with or without notice.
Serious Misconduct
The following are some examples of such actions, which can also be serious enough to justify:
Dismissal:
Violent, abusive, or threatening behavior
Theft or, in any way, misappropriation of company property or money
Wilful or malicious damage to Company property
Reporting to work under the influence of drugs or alcohol
Sexual Harassment
Suspension If matters of sufficient seriousness come to light or it is necessary to conduct a proper investigation, the company reserves the right to suspend you with pay pending completion of the investigation or, if appropriate, the disciplinary process. I confirm that I have been given a copy of the company’s grievance, disciplinary, and bullying and harassment procedures and codes of conduct, and I hereby undertake to familiarize myself with and adhere to the codes and procedures to be taken following any breach of the code.