This policy outlines the disciplinary/resolution procedure, the roles of those involved and the support available.

This policy does not form part of your contract of employment, and we reserve the right to amend or withdraw it at any time.

This policy applies to employees. It does not apply to contractors, consultants or any self-employed individuals working for the organisation.

Grievances

If you have a grievance related to ongoing disciplinary/resolution proceedings, you should raise this during the disciplinary/resolution procedure rather than through our separate grievance procedure (for example, during the disciplinary/resolution meeting or appeal stage).

If you raise a grievance during disciplinary/resolution proceedings unrelated to those proceedings, the disciplinary/resolution proceedings and grievance procedure will normally run independently in parallel.

Mediation

Depending on the nature of the alleged conduct, we may suggest mediation to resolve it. This involves the appointment of a third-party mediator, who will discuss your alleged conduct with everyone involved and seek to facilitate a resolution. We will use mediation only where you and the other individuals involved in the disciplinary/resolution issue agree to do so.

Fairness and respect

We recognise that a disciplinary/resolution procedure can be stressful and upsetting. Everyone involved in the process is entitled to be treated calmly and respectfully.

We will not tolerate abusive or insulting behaviour from anyone participating in a disciplinary/resolution procedure and treat any such behaviour as further potential misconduct.

Remote proceedings

We will conduct the process remotely, where it is impossible to hold a face-to-face meeting under this procedure. We will ensure that you and your representative have access to the necessary participation technology. Your rights will not be affected, and we will ensure that the procedure remains fair and reasonable.

Adjustments to proceedings

If you have a disability that may have an impact on your ability to participate fully in this procedure, or if you need assistance because English is not your first language, you should let us know by contacting [name of individual/HR contact], who will make appropriate arrangements for you.

Recording of meetings

We will take a written record of all meetings conducted under this procedure. This will be done either by the person holding the meeting or by an additional person arranged by us to take notes.

You, or any person acting on your behalf, are generally not permitted to record any meeting we hold under this procedure electronically. This is to encourage openness and full participation. Any breach of this provision may lead to further disciplinary/resolution action, including dismissal.

In certain limited circumstances, we may permit a meeting to be recorded electronically, for example, where it is a reasonable adjustment for an employee with a disability. [Where we permit a meeting to be recorded electronically, we will take responsibility for making the recording.]