Common use of Disciplinary Procedure Clause in Contracts

Disciplinary Procedure. 13.5.1 Where the Company believes that an Employee is not meeting the standards of performance or conduct reasonably expected of them, the following procedures will apply: (i) In the first instance the Employee will be counselled as to where their performance/conduct is deficient; and (where appropriate) the steps to be taken to remedy the deficiency will be identified and a review period will be set. In more serious cases a written warning may be issued at this stage. (ii) Should the matter not be resolved, the Employee will be counselled again, and the Company may issue a written warning advising the Employee that their employment is in jeopardy if the deficiency is not rectified. In more serious cases this may be a final warning. A further review period may be set if appropriate. (iii) Should the matter still not be resolved, the Employee will be counselled again, and a further written warning given, which will be a final warning unless in the opinion of the Company this is not warranted. (iv) At any stage of this procedure the Employee may be stood down without pay for a reasonable period. 13.5.2 The Employee will at all stages be given the opportunity to make a response and have another employee present if they wish. 13.5.3 Nothing shall prevent the Company from terminating the Employees employment during any stage of this process.

Disciplinary Procedure. 13.5.1 13.1 Where the Company believes that an Employee is not meeting the standards of performance or conduct reasonably expected of them, the following procedures will apply: (i) In the first instance the Employee will be counselled as to where their performance/conduct is deficient; and (where appropriate) the steps to be taken to remedy the deficiency will be identified and a review period will be set. In more serious cases a written warning may be issued at this stage. (ii) Should the matter not be resolved, the Employee will be counselled again, and the Company may issue a written warning advising the Employee that their employment is in jeopardy if the deficiency is not rectified. In more serious cases this may be a final warning. A further review period may be set if appropriate. (iii) Should the matter still not be resolved, the Employee will be counselled again, and a further written warning given, which will be a final warning unless in the opinion of the Company this is not warranted. (iv) At any stage of this procedure the Employee may be stood down without pay for a reasonable period. 13.5.2 13.2 The Employee will at all stages be given the opportunity to make a response and have another employee present if they wish. 13.5.3 13.3 Nothing shall prevent the Company from terminating the Employees employment during any stage of this process.

Disciplinary Procedure. 13.5.1 13.3.1 Where the Company believes that an Employee is not meeting the standards of performance or conduct reasonably expected of them, the following procedures will apply: (i) In the first instance the Employee will be counselled as to where their performance/conduct is deficient; and (where appropriate) the steps to be taken to remedy the deficiency will be identified and a review period will be set. In more serious cases a written warning may be issued at this stage. (ii) Should the matter not be resolved, the Employee will be counselled again, and the Company may issue a written warning advising the Employee that their employment is in jeopardy if the deficiency is not rectified. In more serious cases this may be a final warning. A further review period may be set if appropriate. (iii) Should the matter still not be resolved, the Employee will be counselled again, and a further written warning given, which will be a final warning unless in the opinion of the Company this is not warranted. (iv) At any stage of this procedure the Employee may be stood down without pay for a reasonable period. 13.5.2 13.3.2 The Employee will at all stages be given the opportunity to make a response and have another employee present if they wish. 13.5.3 13.3.3 Nothing shall prevent the Company from terminating the Employees employment during any stage of this process.

Disciplinary Procedure. 13.5.1 Where the Company believes that an Employee is not meeting the standards of performance or conduct reasonably expected of them, the following procedures will apply: (i) In the first instance the Employee will be counselled as to where their performance/conduct is deficient; and (where appropriate) the steps to be taken to remedy the deficiency will be identified and a review period will be set. In more serious cases a written warning may be issued at this stage. (ii) Should the matter not be resolved, the Employee will be counselled again, and the Company may issue a written warning advising the Employee that their employment is in jeopardy if the deficiency is not rectified. In more serious cases this may be a final warning. A further review period may be set if appropriate. (iii) Should the matter still not be resolved, the Employee will be counselled again, and a further written warning given, which will be a final warning unless in the opinion of the Company this is not warranted. (iv) At any stage of this procedure the Employee may be stood down without pay for a reasonable period. 13.5.2 . The Employee will at all stages be given the opportunity to make a response and have another employee present if they wish. 13.5.3 . Nothing shall prevent the Company from terminating the Employees employment during any stage of this process.

Disciplinary Procedure. 13.5.1 Where the Company company believes that an Employee employee is not meeting the standards of performance or conduct reasonably expected of them, the following procedures will apply: (i) In the first instance the Employee employee will be counselled as to where their performance/conduct is deficient; and (where appropriate) the steps to be taken to remedy the deficiency will be identified and a review period will be set. In more serious cases a written warning may be issued at this stage. (ii) Should the matter not be resolved, the Employee employee will be counselled again, and the Company may issue a written warning advising the Employee that their employment is in jeopardy if the deficiency is not rectified. In more serious cases this may be a final warning. A further review period may be set if appropriate. (iii) Should the matter still not be resolved, the Employee employee will be counselled again, and a further written warning given, which will be a final warning unless in the opinion of the Company this is not warranted. (iv) At any stage of this procedure the Employee employee may be stood down without pay for a reasonable period. 13.5.2 . The Employee employee will at all stages be given the opportunity to make a response and have another employee present if they wish. 13.5.3 Nothing shall prevent the Company from terminating the Employees employment during any stage of this process.

Disciplinary Procedure. 13.5.1 Where the Company company believes that an Employee employee is not meeting the standards of performance or conduct reasonably expected of them, the following procedures will apply: (i) In the first instance the Employee employee will be counselled as to where their performance/conduct is deficient; and (where appropriate) the steps to be taken to remedy the deficiency will be identified and a review period will be set. In more serious cases a written warning may be issued at this stage. (ii) Should the matter not be resolved, the Employee employee will be counselled again, and the Company may issue a written warning advising the Employee that their employment is in jeopardy if the deficiency is not rectified. In more serious cases this may be a final warning. A further review period may be set if appropriate. (iii) Should the matter still not be resolved, the Employee employee will be counselled again, and a further written warning given, which will be a final warning unless in the opinion of the Company this is not warranted. (iv) At any stage of this procedure the Employee employee may be stood down without pay for a reasonable period. 13.5.2 . The Employee employee will at all stages be given the opportunity to make a response and have another employee present if they wish. 13.5.3 . Nothing shall prevent the Company from terminating the Employees employment during any stage of this process.

Disciplinary Procedure. 13.5.1 Where the Company believes that an Employee is not meeting the standards of performance or conduct reasonably expected of them, the following procedures will apply: (i) In the first instance the Employee will be counselled as to where their performance/conduct is deficient; and (where appropriate) the steps to be taken to remedy the deficiency will be identified and a review period will be set. In more serious cases a written warning may be issued at this stage. (ii) Should the matter not be resolved, the Employee will be counselled again, and the Company may issue a written warning advising the Employee that their employment is in jeopardy if the deficiency is not rectified. In more serious cases cases, this may be a final warning. A further review period may be set if appropriate. (iii) Should the matter still not be resolved, the Employee will be counselled again, and a further written warning given, which will be a final warning unless in the opinion of the Company this is not warranted. (iv) At any stage of this procedure the Employee may be stood down without pay for a reasonable period. 13.5.2 . The Employee will at all stages be given the opportunity to make a response and have another employee Employee present if they wish. 13.5.3 . Nothing shall prevent the Company from terminating the Employees employment during any stage of this process.

Disciplinary Procedure. 13.5.1 9.3.1 Where the Company believes that an Employee is not meeting the standards of performance or conduct reasonably expected of them, the following procedures will apply: (i) In the first instance the Employee will be counselled as to where their performance/conduct is deficient; and (where appropriate) the steps to be taken to remedy the deficiency will be identified and a review period will be set. In more serious cases a written warning may be issued at this stage. (ii) Should the matter not be resolved, the Employee will be counselled again, and the Company may issue a written warning advising the Employee that their employment is in jeopardy if the deficiency is not rectified. In more serious cases this may be a final warning. A further review period may be set if appropriate. (iii) Should the matter still not be resolved, the Employee will be counselled again, and a further written warning given, which will be a final warning unless in the opinion of the Company this is not warranted. (iv) At any stage of this procedure the Employee may be stood down without pay for a reasonable period. 13.5.2 9.3.2 The Employee will at all stages be given the opportunity to make a response and have another employee present if they wish. 13.5.3 9.3.3 Nothing shall prevent the Company from terminating the Employees Employee’s employment during any stage of this process.

Disciplinary Procedure. 13.5.1 12.1 Where the Company believes that an Employee is not meeting the standards of performance or conduct reasonably expected of them, the following procedures will apply: (i) In the first instance the Employee will be counselled as to where their performance/conduct is deficient; and (where appropriate) the steps to be taken to remedy the deficiency will be identified and a review period will be set. In more serious cases a written warning may be issued at this stage. (ii) Should the matter not be resolved, the Employee will be counselled again, and the Company may issue a written warning advising the Employee that their employment is in jeopardy if the deficiency is not rectified. In more serious cases this may be a final warning. A further review period may be set if appropriate. (iii) Should the matter still not be resolved, the Employee will be counselled again, and a further written warning given, which will be a final warning unless in the opinion of the Company this is not warranted. (iv) At any stage of this procedure the Employee may be stood down without pay for a reasonable period. 13.5.2 12.2 The Employee will at all stages be given the opportunity to make a response and have another employee present if they wish. 13.5.3 12.3 Nothing shall prevent the Company from terminating the Employees employment during any stage of this process.

Disciplinary Procedure. 13.5.1 13.4.1 Where the Company believes that an Employee is not meeting the standards of performance or conduct reasonably expected of them, the following procedures will apply: (i) In the first instance the Employee will be counselled as to where their performance/conduct is deficient; and (where appropriate) the steps to be taken to remedy the deficiency will be identified and a review period will be set. In more serious cases a written warning may be issued at this stage. (ii) Should the matter not be resolved, the Employee will be counselled again, and the Company may issue a written warning advising the Employee that their employment is in jeopardy if the deficiency is not rectified. In more serious cases this may be a final warning. A further review period may be set if appropriate. (iii) Should the matter still not be resolved, the Employee will be counselled again, and a further written warning given, which will be a final warning unless in the opinion of the Company this is not warranted. (iv) At any stage of this procedure the Employee may be stood down without pay for a reasonable period. 13.5.2 13.4.2 The Employee will at all stages be given the opportunity to make a response and have another employee present if they wish. 13.5.3 13.4.3 Nothing shall prevent the Company from terminating the Employees employment during any stage of this process.

Disciplinary Procedure. 13.5.1 15.1 Where the Company believes that an Employee is not meeting the standards of performance or conduct reasonably expected of them, the following procedures will apply: (i) In the first instance the Employee will be counselled as to where their performance/conduct is deficient; and (where appropriate) the steps to be taken to remedy the deficiency will be identified and a review period will be set. In more serious cases a written warning may be issued at this stage. (ii) Should the matter not be resolved, the Employee will be counselled again, and the Company may issue a written warning advising the Employee that their employment is in jeopardy if the deficiency is not rectified. In more serious cases this may be a final warning. A further review period may be set if appropriate. (iii) Should the matter still not be resolved, the Employee will be counselled again, and a further written warning given, which will be a final warning unless in the opinion of the Company this is not warranted. (iv) At any stage of this procedure the Employee may be stood down without pay for a reasonable period. 13.5.2 15.2 The Employee will at all stages be given the opportunity to make a response and have another employee present if they wish. 13.5.3 15.3 Nothing shall prevent the Company from terminating the Employees employment during any stage of this process.

Disciplinary Procedure. 13.5.1 10.1 Where the Company believes that an Employee is not meeting the standards of performance or conduct reasonably expected of them, the following procedures will apply: (i) In the first instance the Employee will be counselled as to where their performance/conduct is deficient; and (where appropriate) the steps to be taken to remedy the deficiency will be identified and a review period will be set. In more serious cases a written warning may be issued at this stage. (ii) Should the matter not be resolved, the Employee will be counselled again, and the Company may issue a written warning advising the Employee that their employment is in jeopardy if the deficiency is not rectified. In more serious cases this may be a final warning. A further review period may be set if appropriate. (iii) Should the matter still not be resolved, the Employee will be counselled again, and a further written warning given, which will be a final warning unless in the opinion of the Company this is not warranted. (iv) At any stage of this procedure the Employee may be stood down without pay for a reasonable period. 13.5.2 10.2 The Employee will at all stages be given the opportunity to make a response and have another employee present if they wish. 13.5.3 10.3 Nothing shall prevent the Company from terminating the Employees employment during any stage of this process.

Disciplinary Procedure. 13.5.1 11.5.1 Where the Company believes that an Employee is not meeting the standards of performance or conduct reasonably expected of them, the following procedures will apply: (i) In the first instance the Employee will be counselled as to where their performance/conduct is deficient; and (where appropriate) the steps to be taken to remedy the deficiency will be identified and a review period will be set. In more serious cases a written warning may be issued at this stage. (ii) Should the matter not be resolved, the Employee will be counselled again, and the Company may issue a written warning advising the Employee that their employment is in jeopardy if the deficiency is not rectified. In more serious cases this may be a final warning. A further review period may be set if appropriate. (iii) Should the matter still not be resolved, the Employee will be counselled again, and a further written warning given, which will be a final warning unless in the opinion of the Company this is not warranted. (iv) At any stage of this procedure the Employee may be stood down without pay for a reasonable period. 13.5.2 11.5.2 The Employee will at all stages be given the opportunity to make a response and have another employee present if they wish. 13.5.3 11.5.3 Nothing shall prevent the Company from terminating the Employees Employee’s employment during any stage of this process.

Disciplinary Procedure. 13.5.1 10.3.1 Where the Company believes that an Employee is not meeting the standards of performance or conduct reasonably expected of them, the following procedures will apply: (i) In the first instance the Employee will be counselled as to where their performance/conduct is deficient; and (where appropriate) the steps to be taken to remedy the deficiency will be identified and a review period will be setidentified. In more serious cases a written warning may be issued at this stage. (ii) Should the matter not be resolved, the Employee will be counselled again, and the Company may issue a written warning advising the Employee that their employment is in jeopardy if the deficiency is not rectified. In more serious cases this may be a final warning. A further review period may be set if appropriate. (iii) Should the matter still not be resolved, the Employee will be counselled again, and a further written warning given, which will be a final warning unless in the opinion of the Company this is not warranted. (iv) At any stage of this procedure the Employee may be stood down without pay for a reasonable period. 13.5.2 10.3.2 The Employee will at all stages be given the opportunity to make a response and have another employee present if they wish. 13.5.3 10.3.3 Nothing shall prevent the Company from terminating the Employees employment during any stage of this process.

Disciplinary Procedure. 13.5.1 11.3.1 Where the Company believes that an Employee is not meeting the standards of performance or conduct reasonably expected of them, the following procedures will apply: (i) In the first instance the Employee will be counselled as to where their performance/conduct is deficient; and (where appropriate) the steps to be taken to remedy the deficiency will be identified and a review period will be set. In more serious cases a written warning may be issued at this stage. (ii) Should the matter not be resolved, the Employee will be counselled again, and the Company may issue a written warning advising the Employee that their employment is in jeopardy if the deficiency is not rectified. In more serious cases this may be a final warning. A further review period may be set if appropriate. (iii) Should the matter still not be resolved, the Employee will be counselled again, and a further written warning given, which will be a final warning unless in the opinion of the Company this is not warranted. (iv) At any stage of this procedure the Employee may be stood down without pay for a reasonable reasonable, agreed period. 13.5.2 11.3.2 The Employee will at all stages be given the opportunity to make a response and have another employee present if they wish. 13.5.3 11.3.3 Nothing shall prevent the Company from terminating the Employees Employee’s employment during any stage of this process.

Disciplinary Procedure. 13.5.1 12.4.1 Where the Company believes that an Employee is not meeting the standards of performance or conduct reasonably expected of them, the following procedures will apply: (i) In the first instance the Employee will be counselled as to where their performance/conduct is deficient; and (where appropriate) the steps to be taken to remedy the deficiency will be identified and a review period will be set. In more serious cases a written warning may be issued at this stage. (ii) Should the matter not be resolved, the Employee will be counselled again, and the Company may issue a written warning advising the Employee that their employment is in jeopardy if the deficiency is not rectified. In more serious cases this may be a final warning. A further review period may be set if appropriate. (iii) Should the matter still not be resolved, the Employee will be counselled again, and a further written warning given, which will be a final warning unless in the opinion of the Company this is not warranted. (iv) At any stage of this procedure the Employee may be stood down without pay for a reasonable period. 13.5.2 12.4.2 The Employee will at all stages be given the opportunity to make a response and have another employee present if they wish. 13.5.3 12.4.3 Nothing shall prevent the Company from terminating the Employees employment during any stage of this process.

Disciplinary Procedure. 13.5.1 13.4.1 Where the Company believes that an Employee is not meeting the standards of performance or conduct reasonably expected of them, the following procedures will apply: (i) In the first instance the Employee will be counselled as to where their performance/conduct is deficient; and (where appropriate) the steps to be taken to remedy the deficiency will be identified and a review period will be set. In more serious cases a written warning may be issued at this stage. (ii) Should the matter not be resolved, the Employee will be counselled again, and the Company may issue a written warning advising the Employee that their employment is in jeopardy if the deficiency is not rectified. In more serious cases this may be a final warning. A further review period may be set if appropriate. (iii) Should the matter still not be resolved, the Employee will be counselled again, and a further written warning given, which will be a final warning unless in the opinion of the Company this is not warranted. (iv) At any stage of this procedure the Employee may be stood down without pay for a reasonable period. 13.5.2 13.4.2 The Employee will at all stages be given the opportunity to make a response and have another employee present if they wish. 13.5.3 Nothing shall prevent the Company from terminating the Employees employment during any stage of this process.