1. Introduction
South Wales Medical Services (SWMS) is committed to maintaining a professional and productive work environment that upholds our values of integrity, accountability, and respect. This Disciplinary and Dismissal Policy outlines the procedures and guidelines for addressing employee performance and behavior issues, as well as the steps involved in the dismissal process, when necessary.
2. Purpose
2.1. The purpose of this policy is to ensure fair, consistent, and transparent handling of disciplinary matters and dismissal, while adhering to legal requirements and promoting a positive work culture.
3. Scope
3.1. This policy applies to all employees, contractors, and temporary workers of SWMS.
4. Disciplinary Procedures
4.1. Informal Resolution: Minor issues may be addressed informally through discussions between the employee and their supervisor to clarify expectations and provide guidance.
4.2. Formal Procedure: For more serious issues, a formal procedure will be followed, including:
- Investigation: A thorough investigation will be conducted to gather relevant facts and evidence.
- Meeting: The employee will be informed of the investigation’s findings and will have the opportunity to provide their perspective.
- Decision: Based on the investigation and meeting, a decision will be made regarding appropriate action, which may include verbal or written warnings, suspension, or demotion.
5. Dismissal
5.1. Dismissal is a serious action that may be taken when an employee’s performance or behavior significantly breaches company policies or standards. Dismissal may also occur due to redundancy or other lawful reasons.
6. Dismissal Procedure
6.1. Dismissal procedures include:
- Notification: The employee will be provided with written notice of the decision to dismiss, including the reasons and effective date.
- Meeting: A meeting may be held to explain the reasons for dismissal, provide the employee an opportunity to respond, and allow them to appeal the decision.
- Severance: In cases of dismissal due to redundancy or other lawful reasons, employees may be entitled to appropriate severance packages or benefits.
7. Appeals
7.1. Employees have the right to appeal any disciplinary action, including dismissal. Appeals should be submitted in writing to the designated authority within [specified timeframe].
8. Documentation
8.1. All disciplinary actions, including warnings and dismissals, will be documented and placed in the employee’s personnel file.
9. Confidentiality
9.1. All disciplinary matters will be handled with the utmost confidentiality to protect the privacy of all parties involved.
10. Review and Update
10.1. This policy will be reviewed periodically to ensure its effectiveness and alignment with legal requirements.
11. Conclusion
SWMS is committed to maintaining a respectful and productive work environment. This Disciplinary and Dismissal Policy ensures that employee performance and behavior issues are addressed fairly and consistently, and that dismissal, when necessary, is handled transparently and in accordance with legal standards.
Signed:
Simon Garratt
Managing Director
18th August 2023