What are your Staff Policies for Disciplinary Actions, Grievances, and Appeals?

Employees are expected to know the standard of conduct expected of them.

The supervisor will try to resolve the matter in an informal way before taking formal action. Only when this fails will the employee be given a written warning. If there are three warnings within six months, there will be a disciplinary review. At that point, the employee may be dismissed. Employees are to be told the details of any allegations and evidence before the meeting. This way, employees may state their case. A dismissal must be confirmed in writing. The confirmation must be made within ten working days of the disciplinary interview.

Gross misconduct: Is there in a case of gross misconduct? If so, an employee may be dismissed without notice.

The right to appeal: Does the employee wish to appeal a disciplinary decision? If so, they must do so in writing within five working days.

Staff Grievances Procedure

Introduction: Grievances include how a person is treated, including bullying and harassment.

Scope: Applies to all staff, volunteers, and clients.

Confidentiality: All grievance procedures are confidential. An exception is official bodies that have a right to disclosure.

Roles and responsibilities: All complaints raised should be made in good faith.

Informal stage: Complaints should be resolved in an informal way, if possible.

Formal process: The person should write down the complaint and a possible solution. Then they should give it to the relevant person.

Investigation: An investigation should be started before any grievance hearing is held.

Hearing: The relevant person should arrange a hearing with either the staff or the board.