Disciplinary procedures are a way for Sequence to deal with unacceptable or improper behaviour, or performance issues within the workplace.
Our disciplinary procedure policy is designed to explain a fair disciplinary procedure. It covers where a disciplinary issue is contemplated, the disciplinary rules that are applicable to employees and an appeal procedure designed to apply where employees are dissatisfied with any disciplinary decision relating to them. We may update this Disciplinary Policy from time to time.
The company encourages, and has frameworks in place for, managers and employees to communicate regularly around performance and conduct, so that any issues can be resolved as quickly as possible and informally where possible. That way we can foster a supportive and pleasant workplace for everyone.
This policy applies to everyone in the company regardless of position or status. Principles This procedure is designed to establish the facts quickly through investigation, and to resolve disciplinary issues fairly and in a consistent way. We will first consider whether the problem can be resolved in an informal way. All employees have the right to appeal against the outcome of any formal disciplinary process.
This procedure is designed to establish the facts quickly through investigation, and to resolve disciplinary issues fairly and in a consistent way.
We will first consider whether the problem can be resolved in an informal way.
All employees have the right to appeal against the outcome of any formal disciplinary process.
Misconduct may give rise to a disciplinary issue. Misconduct is when an employee's inappropriate behaviour or action breaks workplace rules. Some misconduct examples may include, but are not limited to:
Gross misconduct is generally seen as extremely serious misconduct. Acts which constitute gross misconduct will be considered in light of their own particular circumstances. Some examples of gross misconduct may include, but are not limited to: