Disciplinary, Dismissal & Grievance Policy

1. Policy Statement

MEL aims to manage workplace concerns fairly, consistently and respectfully.

This policy provides a framework for dealing with disciplinary matters, performance concerns, dismissal and employee grievances. It is intended to support fair processes and does not remove any statutory employment rights or contractual terms.

2. Scope

This policy applies primarily to MEL employees. Different contractual procedures may apply to temporary workers, contractors, agency workers and other individuals depending on their legal and contractual status.

3. Principles

• Concerns should be addressed promptly.
• Issues should be investigated before decisions are made where appropriate.
• Individuals should be given a reasonable opportunity to respond.
• Decisions should be proportionate to the circumstances.
• Confidentiality will be maintained as far as reasonably practicable.
• Individuals will not be penalised for raising genuine concerns or exercising lawful rights.

4. Disciplinary Matters

Examples of potential disciplinary matters include misconduct, serious misconduct, repeated absence without appropriate explanation, dishonesty, breach of confidentiality, harassment, discrimination, unsafe conduct, falsification of records or serious breach of MEL procedures.

5. Investigation

Where appropriate, MEL will conduct an investigation to establish the relevant facts.

The investigation may include reviewing documents, timesheets, communications, assignment records, witness information, training records and other relevant evidence.

6. Suspension

Where necessary, MEL may consider suspension or removal from duties while a serious matter is investigated. Any suspension will be managed in accordance with applicable contractual and legal requirements.

7. Disciplinary Meeting

Where formal action is appropriate, the individual will normally be informed of the concern and given an opportunity to respond before a decision is made.

Where applicable, individuals will be informed of their right to be accompanied in accordance with employment law.

8. Outcomes

Depending on the circumstances, outcomes may include no formal action, an improvement requirement, a formal warning, a final warning or dismissal where appropriate.

Serious misconduct may justify more serious action subject to applicable law and fair procedure.

9. Dismissal

Where dismissal is being considered, MEL will follow an appropriate process taking account of the individual's contract, applicable employment law, reason for dismissal and relevant procedural requirements.

10. Grievances

Employees who have a workplace concern should normally raise it with their manager as soon as reasonably practicable.

Grievances may concern matters such as working conditions, treatment by colleagues, management decisions, discrimination, harassment, pay, workplace relationships or other employment concerns.

11. Formal Grievance Procedure

1. The employee should raise the concern in writing where a formal process is required.
2. MEL will acknowledge the grievance.
3. The matter will be investigated where appropriate.
4. A meeting may be arranged to discuss the grievance.
5. A written outcome will normally be provided.
6. An appeal process may be available where appropriate.

12. Appeals

Where an appeal is available, it should normally be submitted within the timeframe stated in the relevant decision letter or procedure.

13. Equality and Fair Treatment

Disciplinary and grievance procedures will be applied without unlawful discrimination or victimisation.

14. Records

Relevant records will be maintained securely and retained in accordance with applicable data protection and employment requirements.

15. Contact

MEL
6-9 The Square
Stockley Park
Uxbridge
UB11 1FW

Email: info@mymel.co.uk
Telephone: 020 8064 0994

16. Review

This policy will be reviewed annually or sooner if employment law or MEL's operational arrangements change.