Find an error in each paragraph.
TA S6 TA S11
1. Disciplinary situations include misconduct and/or poor performance. If employers have a separate capability procedure they may prefer to address performance issues under this procedure. If so, however, the basic principles of fairness set up in this Code should still be followed, albeit that they may need to be adapted.
Disciplinary situations include misconduct and/ or poor performance.
If employers have a separate capability procedure they may prefer to address performance issues under this procedure.
If so, however, the basic principles of fairness set up in this Code should still be followed, albeit that they may need to be adapted.
(1 p.)
2. Grievances are concerns, problems or complaints that employees rise with their employers. The Code does not apply to redundancy dismissals or the non-renewal of fixed-term contracts on their expiry.
Grievances are concerns, problems or complaints that employees rise with their employers.
The Code does not apply to redundancy dismissals or
the non renewal of fixed-term contracts on their expiry.
(1 p.)
3. If it is decided that there is a disciplinary case to answer, the employee should be notified of this in writing. This notification should contain sufficient informations about the alleged misconduct or poor performance and its possible consequences to enable the employee to prepare to answer the case at a disciplinary meeting.
If it is decided that there is a disciplinary case to answer, the employee should be notified of this in writing.
This notification should contain sufficient informations about the alleged misconduct or poor performance and
its possible consequences to enable the employee to prepare to answer the case at a disciplinary meeting.
(1 p.)
4. It would normally be appropriate to provide copies of any written evidences, which may include any witness statements, with the notification.
It would normally be appropriate to provide
copies of any written evidences, which may include
any witness statements, with the notification.
(1 p.)
5. The notification should also give details of the time and venue for the disciplinary meeting and advise the employee of their right to be accompanied on the meeting. Hold a meeting with the employee to discuss the problem.
The notification should also give details of the time and venue for the disciplinary meeting and
advise the employee of their right to be accompanied on the meeting.
Hold a meeting with the employee to discuss the problem.
(1 p.)
6. The statutory right is to be accompanied by a fellow worker, a trade union representative, or an official employed by a trade unions.
The statutory right is to be accompanied by a fellow worker,
a trade union representative,
or an official employed by a trade unions.
(1 p.)
7. If an employee's first misconduct or unsatisfactory performance will be sufficiently serious, it may be appropriate to move directly to a final written warning. This might occur where the employee's actions have had, or are liable to have, a serious or harmful impact on the organisation.
If an employee's first misconduct or unsatisfactory performance will be sufficiently serious, it may be appropriate to move directly to a final written warning.
This might occur where the employee's actions have had, or
are liable to have, a serious or harmful impact on the organisation.
(1 p.)
8. Where an employee feels that disciplinary action taken against them is wrong or unjust they should appeal against the decision. Appeals should be heard without unreasonable delay and ideally at an agreed time and place. Employees should let employers know the grounds for their appeal in written.
Where an employee feels that disciplinary action taken against them is wrong or unjust they should appeal against the decision.
Appeals should be heard without unreasonable delay and ideally at an agreed time and place.
Employees should let employers know the grounds for their appeal in written.
(1 p.)