The disciplinary procedure is used to address conduct, performance or behaviour that falls short of the standards the Company expects, and follows the principles of the ACAS Code of Practice on Disciplinary and Grievance Procedures. Informal guidance is given wherever possible. Formal steps may include a warning, a final warning and dismissal. Employees are normally entitled to be accompanied at disciplinary hearings.
Allegations are investigated first, the employee is told in writing what is alleged and given an opportunity to respond, decisions are taken by an appropriate manager, and the employee can appeal a sanction to a more senior manager.
Concerns about wrongdoing, such as criminal activity, a danger to health and safety, environmental damage, or a breach of legal obligation, can be raised with a manager, HR, or the confidential whistleblowing channel. Qualifying disclosures made in the public interest are protected under the Public Interest Disclosure Act 1998, and the Company does not tolerate detriment to a whistleblower.