WelcomeTo everyone

TLC Business Networking Ltd

WelcomesSu Willmott

Action HR ltd

Sue Wilmottpresents

diSciplinARy pRoceduReSThe ‘How To’ Guide

The Code was issued under section 199 of the Trade Union and Labour Relations (Consolidation) Act 1992. It came into effect on the 6 April 2009

Failure to follow the Code does not, in itself, make an employer liable to proceedings but tribunals will take the Code into account when considering relevant cases and are able to adjust any awards made in relevant cases by up to 25% for unreasonable failure to comply with any provision of the Code.

Basically employers need to be ‘reasonable’ in how they deal with disciplinary matters in the workplace and ensure that they follow some sort of procedure which is applied to all workers fairly and consistently.

The guide suggests that all employers keep a written record of any disciplinary or grievance cases they deal with. This can come in handy should a case result in a claim.

It’s imperative that employers maintain records and ensure that the actions they take are clear, concise and consistent.

The Code does not apply to redundancy dismissals or when coming to the end of a fixed term contract. However separate procedures are applicable (Section 139 of the Employment Rights Act 1996) when dealing with redundancies in the workplace.

The procedures should be in writing and be clear so that all parties understand what will happen during a disciplinary process. Management should understand how to handle the Company’s disciplinary procedures.

Employers and employees should raise and deal with issues promptly. It’s important that if an employer has an issue with an employee that they are informed as soon as possible and especially if the employer wishes to take disciplinary action against the employee.

Timeframes are not provided by the Code but suggests that meetings, decisions, and confirmation of decisions should not be unreasonably delayed.

It’s important to ensure that a full investigation is completed where necessary in order to gather the facts of the case. This may include interviewing others that may have witnessed any incidents etc.

It’s important when completing an investigation that you get all the relevant facts and write them down. Statements should be signed by the person being questioned and dated.

Wherever possible it should not be the same person handling the investigation as the one who will be taking the disciplinary hearing.

Meetings convened under the investigative stage do not form part of the formal process and as such employees do not have the right to be accompanied. However minutes should be taken so they can be utilised at any subsequent disciplinary hearing.

If the matters are serious enough it may warrant the employee being suspended from work whilst the investigation is conducted.

Ideally this will be done in a face-to-face meeting followed up with a letter. It should be made clear that the suspension is not a disciplinary sanction and that it does not indicate that the employer has made any decision regarding the allegations made against the employee. It should be confirmed how long the employer anticipates the suspension will last, the employee’s rights and obligations and who their point of contact will be during the period of suspension.

As soon as possible they should be invited to return to company premises to take part in an investigative meeting where the evidence is shown to them and they are asked for their version of events. Questions can be prepared by the investigating officer and asked at this meeting.

It’s then up to the investigating officer to take all of the evidence and determine whether or not there is a case to answer. If he/she feels that there is sufficient evidence to proceed further then the employee should be invited to a formal disciplinary hearing.

It’s important that the employee is provided with the invitation to attend a hearing in writing with all of the relevant evidence that will be utilised during the meeting e.g. copies of witness statements, internal records, photographs etc.

If they have been suspended from work then the employee should also be released from any instructions not to contact fellow employees which may have been applied during the investigation. This is to allow them an opportunity to find an accompanying person.

The chosen companion may be a fellow worker, a trade union representative, or an official employed by a trade union. A trade union representative who is not an employed official must have been certified by their union as being competent to accompany a worker.

Workers have a statutory right to be accompanied by a companion where the disciplinary meeting could result in:

A. a formal warning being issued; B. the taking of some other disciplinary action; or C. the confirmation of a warning or some other disciplinary action

(appeal hearings)

It is normal practice for this right to be exercised by the worker but it’s good practice to include this right in your written disciplinary and grievance procedures.

It’s highly recommended that when you are considering issuing a formal warning of any kind, and once you have discussed the matter fully and all evidence has been reviewed, that the meeting is closed so that the employer can consider their decision.

A letter informing the employee of the employer’s decision should be issued and wherever possible the employer should detail how they arrived at their decision. The letter should then provide details of the level of warning i.e. first or final and the length of time that the warning will be active e.g. 6 months and 12 months respectively.

Many employees believe that if they have a case of gross misconduct to deal with they are within their rights to dismiss immediately. This is not the case, in all circumstances the procedures outlined today must be followed.

Letters sent to the employee confirming the issue of either a warning or dismissal should always include the right of appeal.

The employee should request an appeal and inform the employer of the grounds for their appeal in writing.

The appeal should be dealt with wherever possible by a manager who has not previously been involved in the case.

Yet again, employees have the right to be accompanied at an appeal hearing and when completed informed in writing of the decision as soon as practicable.

Any Questions?

Thank youSu Willmott

Action HR ltd

YourStaff(or colleagues)

and your brand...

Write down...

your vision...your mission...your values...

Think about...

your “tone of voice”...

Your logo... your brand...

defend it!

One Font is the same as...Another...Another...Another...Another...

Blue is blue is blue...

All in one document...

This is a guide to any supplier or employee that is creating any form of communication, external

or internal relating to the mtt brand.

We’ve thought carefully about design and tone that mtt wants to reflect in its brand. To help mtt

maintain a consistant look and feel to its brand, please refer to this style wherever possible...

Contents Vision–strategicob

jective

Mission–strategicpurpose

Globalvlocalbalanceofinterests

Values Toneofvoice

Visual guidelines

Brandelements

ColourPalette

Typography

Vision – Strategic Objective

Toprovidetranslationperfectionwithwo

rld-classservice.

Mission – Strategic Purpose

Toprovidelanguagesolutionsinalllangu

agesinthreekeyfields(engineering/te

chnical,PR&marketing

andlegal)usingapprovedmother–tongueprofe

ssionals.

Wewilldelightcustomersintermsofdelivery,accurac

yandserviceandbetheirfirstchoicefor

alltheir

languagerequirements

Wewillprovideafunenvironmentforstaff,wheret

rainingandcareerdevelopmentareapriorityand

where

environmentalconcernsaretakenseriously.

Global v local balance of interests

Wearenotamajormulti-nationalcompany,lookingtoworkwithbigbrandsfor

lowreturn.Wepreferto

workforclientswhereourprofessionals

erviceandin-depthknowledgeofourtran

slatorsandtheirsubjects

isappreciated.

WeenjoybeingbasedinbeautifulWorcestershireandare

alsoproudofourheritagefromtheindustrial

BlackCountry.

WedealwithpeoplefromallacrosstheUKand

indeedfromrightaroundtheworld,butourheartisl

ocal,

supportinglocalbusinesses,schoolsand

charitiesonaregularbasis.

ValuesProfessional,Approa

chable,Knowledgeable,Honest

Tone of voiceApproachableandhe

lpful,offeringassistanceandsupport.Info

rmative,quietlyconfident,notovereffusive.

Morethanoccasionallyfun!

the mtt style guide

translation perfection

Triple guaranteed translation into any language

Triple guaranteed translation into any language

translation perfection

Triple guaranteed translation into any language

Triple guaranteed translation into any language

Visual guidelinesTheprimarygoalofthemttbrandistoappearclean,unclutteredandtomaintainavisual‘flow’.Toensureaconsistentbrandidentity,ageneralcollectionguidelinesissuggested: Thebrandshouldappearideallywithapurewhitebackground.Thewordmttshouldappearinlowercase. Boxesusedwithinbrandingshouldbesquarecorners(notround).Bulletsareroundyellowcircles Noelementsofthelogomayberecreated,deleted,cropped,orreconfigured.Minimumclearspacetobemaintainedaroundthelogo. LogoartworkMUSTbeuniformlyscaled.Non-uniformscalingdistortstheproportionsofartworkandtherelationshipbetweentheiconsandletterforms.Logoideallyshouldalwaysappearupright. Logoartworkmayonlybereproduceddirectlyfromadigitalfile.Itshouldneverbereproducedfrompreviouslyprintedmaterials. Awhiteboxaroundthelogoispreferredwhenplacedonadarkbackgroundanddonotreproducethelogoincolorsotherthanthosespecifiedintheseguidelines.

Brand elements — TheLogoAlwayappearsasacompleteitem—DONOTdeleteanyelementfromlogoFullcolourversion Greyscaleversion Monoversion

(andminimumrecommenedclearspace) (andminimumsize20mmwidth)

Brand elements — TheStraplineWhereverpossibleappearsinlineandbelowthelogoFullcolourversion Monoversion

Brand elements — TheHighlightersTheyellowboxisafeaturethatrunsthorughoutthebranding.Alwaystotheleftandbleedingofftheleftalongsidethemainheadingorphoto.Nosetsizebutusuallyalongrectangle.

the mtt styleBrand elements — TheBreaklineTheyellowdottedlineisafeaturethatisusedtobreaktextortofinishtext.Generallytothecolumnwidth.

Brand elements — TheSignoffTheyellowtextinablueboxisafeaturethatisreservedforaCalltoaction.

the mtt style guide

translation perfection

Triple guaranteed translation into any language

Triple guaranteed translation into any language

translation perfection

Triple guaranteed translation into any language

Triple guaranteed translation into any language

translation perfection

Triple guaranteed translation into any language

Triple guaranteed translation into any language

translation perfection

Triple guaranteed translation into any language

Triple guaranteed translation into any language

translation perfection

Triple guaranteed translation into any language

Triple guaranteed translation into any language

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the mtt style guide

translation perfection

Triple guaranteed translation into any language

Triple guaranteed translation into any language

translation perfection

Triple guaranteed translation into any language

Triple guaranteed translation into any language

Phone: +44 1562 748 778Fax: +441562829563E-mail: mtt@midlandtechnical.co.ukWeb: www.midlandtechnical.co.ukMidland Technical Translations (UK) LimitedRegisteredOffices:112-113CoventryStreet,KidderminsterWorcestershireDY102BHUnitedKingdomDirectorSHClarkB.A.,M.I.L.•RegisteredinEnglandNo.4930542VATRegistrationNumberGB819406031

Visual guidelinesBrand elements — ColourpalletteThemttbrandismadeupfromtwocolours.Blueistheprimarycolour,thegoldistheanaccentcolourused

tocomplimenttheblue,butthebluemustbethedominantcolour.

Brand elements — TypographyThemttbrandhasaprimarytypefaceofCalibri.Boldisusedforheadings—Regularforbodycopy.Italic

versions can be used for additional emphasis.Alwaysrangedleft,raggedright.CalibriRegularABCDEFGHIJKLMNOPQRSTUVWXYZabcdefghijklmnopqrstuvwxyzThequickbrownfoxjumpsoverthelazydogCalibri ItalicABCDEFGHIJKLMNOPQRSTUVWXYZ abcdefghijklmnopqrstuvwxyz The quick brown fox jumps over the lazy dog Calibri BoldABCDEFGHIJKLMNOPQRSTUVWXYZ abcdefghijklmnopqrstuvwxyz The quick brown fox jumps over the lazy dogCalibri Bold ItalicABCDEFGHIJKLMNOPQRSTUVWXYZ abcdefghijklmnopqrstuvwxyz The quick brown fox jumps over the lazy dogAdditionallythemttbrandhasasecondarytypefaceofCaflischScript.Usedforthestraplineandothermore

infomalshortsectionsoftext.Caflisch ScriptABCDEFGHIJKLMNOPQRSTUVWXYZ abcdefghijklmnopqrstuvwxyz The quick brown fox jumps over the lazy dogTheseguidelinesaretohelpmaintainthemttvisualidentity—ifyouhaveanymorequestions,contactus...

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