• Disciplinary Code

    Disciplinary Policy & Procedure

    Policy - disciplinary

    The purpose of this disciplinary policy is to help us deal fairly and consistently with disciplinary issues and to ensure that you are aware of the process for handling such matters.

    General principles

    At our discretion, we may choose to deal with minor instances of misconduct informally by way of counselling, guidance or instruction or informal cautioning. If a problem continues or we judge it to be sufficiently serious, the following procedure will apply.

    Before making any formal disciplinary decision under this procedure, we will conduct the following steps:

    ·      We will conduct a prompt investigation. We will inform you whether any meeting you are asked to attend is investigatory or disciplinary. In serious cases, where practicable, different people will conduct the investigation and the disciplinary hearing.

    ·      We will give you or send you a letter setting out the complaint made against you and inform you of the possible outcomes of the disciplinary hearing. Also included will be relevant evidence which may, where appropriate, include witness statements. The letter will inform you that you must attend a disciplinary hearing to discuss the matter and will confirm the time, date, and location of that meeting. The letter will also tell you that you have the right to be accompanied at the disciplinary hearing. If you do not understand the letter, you should ask the Make UK representative for an explanation.

    ·      We will give you, together with any permitted person that you may choose as a companion, reasonable time to prepare your response.

    ·      At the hearing, we will explain the company’s case and give you the opportunity to put your case in respect of the allegations made against you.

    You have the right to appeal against any formal action taken against you under the procedure. See *‘Appeals’ below.

    Depending on the seriousness of the misconduct, or your disciplinary record taken as a whole, we may miss out stages of the procedure if we think this would be reasonable in the circumstances.

    Depending on the circumstances, it may be appropriate to suspend you from work in order that an investigation can take place. Suspension does not amount to a disciplinary sanction and does not imply that any decision has already been made about the allegations.

    Each stage of this procedure will be conducted without unreasonable delay.

    If you have difficulty at any stage of the disciplinary procedure because of a disability, you should discuss the situation with your Employer or Make UK representative as soon as possible.