b'This procedure aims to bring about improvementsHowever, during the period of suspension, in work and conduct. It is not simply a mechanismyou will not be entitled to enter our premises for dismissing employees, although in someexcept with our prior written request or prior cases this may be the outcome of the procedure. written consent, and subject to any conditions we may impose. The decision to suspend The disciplinary procedure will not apply whileyou will be notified by your manager and you are within your probationary period. confirmed in writing General principles Give or send you a letter, setting out the complaint made against you, advising that you Management can choose to deal with minormust attend a disciplinary meeting to discuss instances of misconduct and initial unsatisfactorythe matter and confirming the time, date and levels of performance informally, by way oflocation of the meeting which will be at least counselling, guidance or instruction or by24 hours away. The letter will also explain the informally cautioning the employee. possible outcomes of the disciplinary meeting, However, if a problem continues or managementincluding highlighting if dismissal is a potential judges it to be sufficiently serious, the followingoutcome, and your right of representationdisciplinary procedure will apply. by a work colleague or recognised tradeunion official You will not be dismissed for a first offence, unless the offence amounts to gross misconduct (seeIf you have difficulty understanding the gross misconduct section), in which case you willletter, you should ask for an explanation be dismissed without notice or pay in lieu of notice. If you have been invited to attend a We reserve the right to outsource appropriatedisciplinary meeting, you must take all support at any stage of this procedure if it isreasonable steps to attend the meeting deemed necessary, including attending and/orIf you fail to attend a disciplinaryfacilitating disciplinary and/or appeal hearings.meeting without previously advising the Procedurecompany of your justifiable reason as to why you cannot attend, we will make a If you breach our standards of conductdecision in your absence based on the or performance, we will aim to:evidence available Conduct a prompt and proper investigation.We reserve the right to withhold sick pay This will be decided by the nature of the caseif you go absent during the course of any and at our discretion. If you are asked todisciplinary action and to make a decision attend a meeting, we will specify whetherin your absence the meeting is investigatory or disciplinary.Give you copies of relevant evidenceIn conduct (but not performance) cases,before the meeting and wherever possible, a different manager will carry out the investigation hearing toGive you and any permitted companion a the disciplinary meeting. Depending onreasonable amount of time to consider your the circumstances, it may be appropriateresponse to this informationto suspend you with pay briefly from work to enable the investigation to take place.Give you a copy of meeting records Suspension with pay does not amount to a disciplinary sanction. 20'