5. Use of the Shortened Procedure

The employee will be informed of their failing, given advice regarding what corrective action is required and made aware that failure to adopt this advice will result in the next stage in the disciplinary procedure being applied.

A record of the warning will be made on the employee’s personnel file and will remain in effect for a period of 12 months.

Stage II - First Written Warning A written warning will be given where there has been a repeat of a previous failing or where the employee has failed to adopt the required corrective actions given at Stage I or where there has been a first but serious act of misconduct. The employee will be advised in writing of their failing, the corrective actions required and made aware that failure to adopt this advice will result in the next stage in the disciplinary procedure being applied.

This warning will be placed on the employee’s personnel file and will remain in effect for a period of 12 months.

Stage III - Final Written Warning

A final warning will be given where there has been a further repeat of a previous failing or where the employee has failed to adopt the required corrective actions given a Stage II or where there has been a first but particularly serious act of misconduct. The employee will be advised in writing of their failing, the details of the previous warnings issued (if applicable), the corrective actions required and made aware that failure to adopt this advice will result in the termination of their employment.

This warning will be placed on the employee’s personnel file and will remain in effect for a period of 12 months. The employee will be required to sign the warning to acknowledge receipt.

Stage IV - Dismissal Dismissal will be considered where there has been a further repeat of a previous failing or where the employee has failed to adopt the required corrective actions given a Stage III or where there has been an incident of gross misconduct or gross negligence. The employee will be advised in writing the reasons for their dismissal. Dismissal as a result of consecutive disciplinary warnings will be subject to the statutory notice period. Dismissal as a result of gross misconduct/negligence is without notice.

5. USE OF THE SHORTENED PROCEDURE

As stated above, the Company may instigate disciplinary action at the disciplinary level appropriate to the circumstances and may omit one or more stages of the disciplinary warning system. That is, if serious misconduct is proven, the Company may issue a final written warning without having need to first issue either a verbal or first written warning. In cases that are considered to be gross misconduct / negligence, then summary dismissal may be a first disciplinary sanction. Examples of gross misconduct warranting instant dismissal include: • Conduct that is incompatible with the precepts of the organisation including the deliberate refusal to carry out reasonable, lawful and safe instructions • Dishonesty, theft, misappropriation or removing property from the Company, another employee, its suppliers or customers of the Company • Making a false statement to the Company, including those made at the time of engagement, entries in Company documents, records & accounts