The aim of our Disciplinary Procedure is to ensure adherence to the Registers’ rules, policies and procedures and to aid members whose, performance, attitude or conduct falls below Register standards.
Issues will always be discussed before any decision concerning disciplinary action or removal is taken. The general principles of natural justice and fair procedures will be upheld at all times. The Disciplinary Procedure will only apply to members who have completed their probationary period. The instigation of an investigation is not an indication of any wrongdoing.
The procedure outlined below may be abridged or varied by the committee of management at its discretion or as circumstances may dictate. When you are asked to attend any meeting of a disciplinary nature you may be accompanied by a colleague or depending on the severity of the complaint may include a solicitor.
In cases of minor infringements you will be requested to attend a meeting. This warning will outline the improvements that must be made and each member must give a commitment to improve their standard of workmanship with a 3 month period. A detailed analysis of the improvements required will be provided by the committee of management.
If the issue remains and the committee of management receives a further complaint with a 6 month period of the verbal warning, the next step of the process will be invoked. However if no further issues arise within six months which relate to the original issue the matter will be removed for the members record.
If however performance or conduct does no improve within the required time frame, members will be requested to attend a meeting with a member of management. At that meeting members will again be informed of the allegation relating to the performance or conduct which is below standard. If it is felt that further action is required members will receive a first written warning. The warning will advise of the improvements that are required and that if these are not made the next step in the procedure will be implemented. This warning will remain active for [12] months.
If the conduct or performance is satisfactory after this period it will be removed and it will be disregarded for future disciplinary, performance or conduct purposes. If there is a further allegation relating to conduct or performance within the 12-month period or if conduct or performance is not improved after the first written warning the next step of this procedure will be implemented.
Depending on the nature and seriousness of the issue a first warning may be given where no previous verbal warning has been given.
Where performance or conduct does not improve within the required time frame, members will be requested to attend a meeting with a sub-committee of the committee of management. Members will be advised in writing of the allegation relating to the performance or conduct which is below standard in correspondence before any meeting. If it is felt that further action is required a final written warning.
The warning will advise of the improvements that are required and that if these are not made the next stage in the procedure may lead to removal. Consideration may be given to imposing alternative penalties to a final written warning such as suspension. In more serious cases where no verbal or written warning have previously been given, a final written warning may be issued.
The removal Stage applies normally after the completion of the first three stages, if members conduct or performance is still not acceptable to the committee of management. This stage may also be implemented in certain circumstances involving Serious Misconduct. You will be requested to attend a meeting with a Director or Senior Manager. You may have another employee present at this meeting if you choose. Action will only be taken after a full investigation and once members have had an opportunity to answer the allegations. If it is felt that action is required members will then be removed.
Members may appeal against any warning. Any Appeal should be made in writing addressed to the person whose decision members are appealing. The Appeal should set out the grounds members are appealing. The Appeal will be conducted, where possible, by someone of appropriate seniority who has not been involved in the matter under appeal. Any appeal should referred to the Register no later than 5 days after notification of the decision. Members will be informed of the findings of the appeal hearing, which will either, confirm the disciplinary action already advised, alter it to more appropriate action, or reverse it, thereby cancelling the disciplinary action. The decision is final, and no further appeal may be made.
There are certain actions, which might impair the Register’s operations or jeopardise the safety or the registers reputation. Such violations could subject a member from the register with or without notice. The following are examples of such actions, which could also be serious enough to warrant Removal·
If matters of sufficient seriousness come to light or if it is necessary to conduct a proper Investigation, the committee of management reserves the right to suspend members upon completion of an investigation.
