Disciplinary Procedure

Our Disciplinary Procedure is designed to guarantee that the Company’s rules, policies, and procedures are followed. It also aims to assist employees whose performance, attitude, or conduct fall short of Company (Roofers Cork City) standards.

Before making a judgment about disciplinary action or termination, issues will always be explored. Natural justice and fair procedures will always be supported as broad principles.

Throughout the disciplinary process, you may be reassigned to a different business unit or work area or suspended with pay indefinitely. Only those employees who have successfully completed their probationary period are subject to the disciplinary procedure.

The Company may, in its sole discretion or as required by circumstances, shorten or alter the procedure described below.

You might have a company colleague with you when you are summoned to a disciplinary meeting.

Verbal Warning

You will be asked to attend a meeting with your Manager or another member of management in instances of minor infractions. You will get a verbal warning, nevertheless, if the manager believes that some parts of your performance or behavior fall short of expectations. The adjustments that must be made will be described in this warning, and if they are not made within [3] months, the procedure will go on to the next step.

The duration of this warning is [12] months. After this time, if the behavior or performance is still acceptable, it will be dropped and won’t be taken into consideration for future disciplinary actions.

The next phase of this procedure will be used if there are any other allegations regarding behavior or performance within the next three months or if behavior or performance does not improve after the formal verbal warning.

First Written Warning

You will be asked to attend a meeting with a Senior Manager or another member of management if your performance does not improve within the required amount of time. You will once again be made aware of the allegation regarding the performance or conduct that falls short of expectations at the meeting. A final written warning is issued if it is decided that more action is necessary.

The warning will outline the necessary modifications and warn that failure to comply could result in dismissal at the next stage of the process.

Alternative punishments to a final written warning, such a period of suspension with or without pay, may be taken into consideration.

A final written warning may be offered in more serious situations where neither a verbal nor written warning has been previously given.


If your behavior or performance is still unacceptable to the Company after the first three stages have been completed, the Dismissal Stage generally applies. In some cases involving Serious Misconduct, this level may also be used.

A Director or Senior Manager will invite you to a meeting with them. If you’d like, you can invite another employee to this meeting. The action won’t be taken until after a thorough investigation and after you’ve had a chance to respond to the accusations. You will be fired if it is decided that taking action is necessary.


You have the right to contest any warning. Any appeal must be lodged in writing to the decision-maker and addressed to them. The grounds for your appeal should be stated in the appeal. Wherever possible, an individual with the necessary level of seniority who has not been involved in the topic at issue will handle the appeal. Any appeal must be submitted to the company within five days of receiving the decision’s notification.

The results of the appeal hearing will be sent to you and will either confirm the disciplinary action that was previously recommended, change it to a more appropriate course of action, or reverse it, thereby nullifying the disciplinary action.

There is no more room for appeal after the decision has been made.

The actual dismissal will still occur, a P45 will still be issued, and all salary and benefits will stop if you are appealing a decision to fire you. However, if the appeal’s outcome overturns the dismissal decision, you will be considered as if you had never been fired and your benefits and back pay will be reinstated.

Serious Misconduct

There are certain actions, which might impair the company’s operations or jeopardize employee safety or our reputation. Such violations could subject a staff member to dismissal, with or without notice.

The following are examples of such actions, which could also be serious enough to warrant:


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 familiarise myself with and adhere to the codes and procedures to be taken following any breach of the code.