Resolving Issues

Whistleblowing

You must report any fraud, misconduct, wrongdoing or breach of policies and procedures to us immediately, so we are able to address them if they are happening within the company, or by an employee or agent.

We expect you to raise concerns responsibly following our robust process.

Any individual raising legitimate concerns will not be subject to determine and we ill endeavour to ensure you are protected from intimidation and harassment both during and after your claim.

If you are dissatisfied after following our grievance procedure outlined below, you may contact the relevant authorities.

These include agencies such as the Health and Safety Executive or the Financial Conduct Authority if you’re unsure who to contact you may reach out to Public Concern at Work.

If you raise a false allegation, this is an act of gross-misconduct which will result in dismissal without notice.

Disciplinary Process

This section outlines the disciplinary process for our company. We hope we never have to use this policy. We will always favour informal action (such as a verbal warning) over that which is formal.

We receive a lot of trust from our clients, and we extend that trust to you. To maintain that trust, we need a strong process to take action if we see breaches of our policies or poor judgement being taken.

Gross Misconduct

Gross-misconduct is serious offences which are very likely to cause damage to our company and clients. As such, they may result in dismissal without notice. Below are some examples of what that may be, but this is not exhaustive.

  • Any breach of Confidentiality, Computer and Electronic Communications, Alcohol and Drugs, or Data Protection Policy
  • Bullying, harassment, violence, aggression, unlawful discrimination, acts of indecency or the use of abusive language
  • Gambling, bribery or corruption
  • Serious breaches of health and safety
  • Serious gross negligence or insubordination
  • Wilful damage to our company or clients

Code of Practice

We follow Acas’ best practices for disciplinary and grievance procedures. We will always thoroughly investigate matters before taking action.

We will give you notice of any disciplinary hearing and the detail of the complaints as well as copies of any evidence we have gathered.

A work college or trade union representative may accompany you at any formal hearing or appeals. We will do our best to find a date where everyone can be in attendance.

You will have the opportunity to provide your views before any decision is made.

While this is our general process, the level of the sanction will be proportionate to the severity of the offence.

Only the directors have the rights to discipline or dismiss you.

You must fully cooperate with any disciplinary investigations even if you are not the subject of them.

Investigations

We will always investigate before taking action.

During this investigation period, we may suspend you, which you’ll be informed of in writing. While suspended, you should not attend work or make contact with anyone in the company, except the directors. .

We will keep suspension as brief as possible on full pay.

You may be required to attend Investigation Meetings before a decision is taken. These are informal meetings before we invoke our disciplinary procedure. You are not allowed to be accompanied to these meetings unless you have a medical need, or under 18.

If we decide not to take action, you’ll be informed of writing and expected to return to work as usual at an agreed date and time. This will end the process.

Informal Action

Information action can be verbal (such as a phone conversation) and also written (such as an email) for minor offences. We do not log such action.

Informal action does not always need to be taken first.

Written Warning

A written warning is our first formal step of action. This will be a signed letter from our directors explaining why your conduct falls short of our standards, and how you need to correct it.

You will also be advised of further action we may take if your conduct does not improve.

This may or may not have a time limit.

Final Written Warning

A Final Written Warning will be applied if you do not heed our first written warning, or there is a more-serious first offence.

This will be a signed letter from our directors who will advise you that if you continue to fail to improve the standard of conduct or performance you will be dismissed.

This may or may not have a time limit.

Dismissal

Dismissal is the termination of your employment with or without notice. Dismissal without notice is restricted to only cases of gross misconduct.

We may also dismiss you from your current role such as demoting you into a different position. Our directors will set out our grounds for dismissal and notice period if applicable.

Disciplinary Meetings

If you are required to attend a disciplinary meeting, you will be informed of this in writing, and we will inform you of the issues, their seriousness and the consequences that may occur.

You are entitled to be accompanied by a college or trade union representative or parent or guardian if you’re under 18. You must inform us if you intend to be accompanied.

Your companion can put forward and summarise your case, respond on your behalf to views expressed, ask questions and confer with you, but they are not entitled to answer questions directly on your behalf.

If you have a legitimate reason why you can’t attend this meeting, you must contact the individual who invited you to advise them, so a suitable alternative time is found.

If you fail to participate in such a meeting without good reason, it may result in additional disciplinary action or a decision made in your absence.

After a meeting has concluded, our executive team will consider the facts. You will be informed of the outcome, and any sanctions confirmed to you in writing, including your right to appeal.

Appeal

You have the right to appeal any form of disciplinary sanction. To do so, submit your request in writing with the reasons for your appeal to the individual who confirmed your sanctions. This should be submitted within five working days.

You’ll then receive a date and time of the appeal meeting. If you cannot attend, you need to inform us straight away so we can delay the meeting if this is considered reasonable.

You are entitled to be accompanied following the same process as disciplinary meetings.

We will then adjourn the meeting to consider your appeal and the decision of which will be confirmed in writing. The decision at this stage will be final.

Grievances

If you have a grievance, please discuss it with your manager or the directors who will talk the matter through and try and find a way of dealing with this. If any attempts to resolve the matter informally do not work, you may take action under our formal grievance procedure.

At all formal stages of this procedure, you’re entitled to be accompanied by a trade union official or a colleague, or parent or guardian if you’re under 18.

Should you wish to be accompanied, you must notify us of the name and position of your chosen companion.

We deal with grievances swiftly, fairly and consistently.

You must set out the particulars of your grievance in writing to our directors where you will be invited to attend a formal grievance meeting.

Before this meeting, please ensure you have any supporting evidence prepared. We will take time to investigate and consider the facts to reach a decision. We will inform you about the decision and your right to appeal against it.

If you wish to appeal a grievance decision, you may write to the directors within 5 working days. Where possible, the appeal will be handled by a different member of staff.

We will hold an appeal meeting where you will be given an opportunity to state your case. Please inform the person who invited you to the meeting if you’re unable to attend for a good reason.